Podcasts about Turnover

Send us Fan MailTurnovers are one of those parts of being a landlord that either quietly build your profit, or quietly drain it. After doing more of them than I can count, Kevin and I finally sat down and walked through exactly how we handle every single one, from the moment a tenant gives notice to the day we hand a new tenant their keys.I'm covering the non-negotiable safety and maintenance checks we run every time, the paint and flooring calls that make a unit feel brand new without blowing the budget, and the deep cleaning details most landlords skip but shouldn't. We also get into how we decide when to start marketing a vacant unit, and the legal check most landlords forget before they ever post a new listing.And of course, we share a few of our own turnover stories along the way, including the one that's still, hands down, our most expensive turnover ever.What You'll Learn in This Episode·         The safety checks we run on every single unit before handing over new keys·         Our approach to paint and flooring, and when a full replacement is actually worth it·         The deep cleaning details that make the biggest difference to a prospective tenant·         How we decide when to start marketing a vacant unit·         Why your tenant screening criteria needs a fresh look before every new listing·         The lease and move-in steps that keep your turnover moving instead of stalling out Episodes & Resources MentionedEpisode 7: A Guide to Move Out Procedures and Security DepositsEpisode 23 & 24: Marketing Your Rental Property (2-Part Series, starting at EP23)Episode 28: The Cash Reserves Blueprint: Protecting & Expanding Your PortfolioEpisode 32-34: Our Lease and Addendums Masterclass (starts at EP32)Episode 55: Preventative Maintenance That Brings Peace of MindEpisode 124: How to Shoot Rental Property Photos That Get AttentionEpisode 128: AI Tools for LandlordsKwikset Re-Key SetKwikset Re-Key “How To” VideoFire Escape LadderGas Shut-Off WrenchTouch-Up Paint Cups“Welcome” Toilet Paper StickersConnect with Us: 

Host Planet Founder James Varley sits down with Armand de Juniac, General Manager for Europe at Turno, to unpack what it really takes to build and scale a cleaning marketplace across borders — and why so many US short-term rental companies are making avoidable mistakes when they expand into Europe.From marketplace discipline and building supply first, to why your cleaner is your single most important line of defence — this episode is packed with strategic insight for hosts and operators who want to grow without sacrificing quality.

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Apply for the winning formula 12 month business planning: https://nextadvisory.nz/the-winning-formula/If you're interested in working together:Visit our website https://nextadvisory.nzLet's connect over a quick call: https://calendly.com/philsmith/Instagram: https://www.instagram.com/nextadvisory.nz/

Sound the charge, into glory ride, as Album Clubs look at the maddening effect Twenty One Pilots' ragga-pop Blurryface had on rock, the most metal band of all Manowar's debut Battle Hymns, Turnover's mastering of emo dreampop on Peripheral Vision, and one of the 21st century's greatest and wickedest rock bands The Devil's Blood with The Time of Time No Evermore.This episode was originally published July 2025 on patreon.com/thatsnotmetal.

A few years ago, food manufacturer Land O'Lakes had a radical idea: What if it let part-time employees pick their own schedule?  In early 2022, coming out of the COVID-19 pandemic, the Arden Hills, Minnesota-based maker of dairy products and animal feeds noticed a sea change in employee priorities: people wanted flexibility.So, the company rolled out the Flex Work program for employees working 16-30 hours per week. Workers set the hours they can work, and Land O'Lakes figures out how that fits into production. Most of these positions are in operations and supply chain roles at the company's factories, but they also have positions in housekeeping, office clerking and sanitation—and no previous experience is required.The pilot project debuted at the Land O'Lakes facility in St. Joseph, Missouri, and the company said the response was "overwhelming," with more than 100 applicants in the first few days. The roles are ideal for parents being pulled in 100 different directions, college students looking to pay rent or retirees looking to stay busy. According to the company, some employees who started in Flex Work have even transitioned to full-time roles.Current positions available in the program include a Flex Production Operator in Neosho, Missouri; a Flex Housekeeper in Hillsboro, Wisconsin; a Maintenance Technician in Saint Joseph, Missouri;and a Warehouse Operator in Black River Falls, Wisconsin.According to a report in Fortune, it was a now-retired chief supply chain officer who championed the concept. Basically, the exec said the company needed to move beyond the mentality of "that can't happen in manufacturing environments."The company has some 60 manufacturing facilities in the U.S. , but plans to roll the initiative out across all 140 of its domestic locations.Land O'Lakes said that views and applications for flex roles are about 25% higher than for traditional roles, and turnover is significantly lower. Turnover among flex workers is 12 points lower than among recently hired full-time talent.While it may not make a career, Flex Work could be a solution for people looking to make a little extra cash and companies looking to fill gaps on the floor.#Manufacturing, #ManufacturingJobs, #Workforce, #Hiring, #FlexibleWork, #FlexWork, #LandOLakes, #SupplyChain, #FactoryJobs, #Operations, #SkilledTrades, #IndustrialJobs, #Careers, #FutureOfWork, #MadeInAmerica

"Don't hire someone just to fill a position. Hire the right person for the long haul." Episode Chapters [00:01:35] Looking Beyond Retention Rates [00:03:02] Why Great Employees Always Have Options [00:07:59] How Disney Measured Turnover and Retention [00:10:42] The Real Reason Employees Leave [00:12:35] Using Data to Improve Hiring and Leadership Low turnover doesn't always mean your organization is healthy. In this episode, Lee Cockerell shares the difference between retaining employees and retaining the right employees. Great people have choices and poor leadership is often what drives turnover. When you take the time to understand who leaves and why, it can strengthen your culture, improve hiring, and build a stronger organization. Read my blog for more from this episode. Resources CockerellStore.com The Cockerell Academy About Lee Cockerell Mainstreet Leader Jody Maberry Travel Guidance Magical Vacation Planners are my preferred travel advisors. Reach out to have them help plan your next vacation. You can reach them at 407-442-2694.

Victor Marx is officially the Colorado Republican nominee for governor. The former marine who claims he's performed exorcisms is now tasked with picking a running mate, and Westword editor emeritus Patty Calhoun has some ideas. She joins host Bree Davies to talk about the GOP's future in Colorado and the pitfalls of covering incumbent races as a reporter. Then, the fate of the food hall concept looms large in RiNo as the Zeppelins return to Zeppelin Station and Denver Central Market boots longtime vendors.  Bree brought up reporter Chase Woodruff's thread about local media's political coverage, which later appeared in Corey Hutchins' newsletter. She also talked about documenting Brighton Boulevard's DIY music backstory for Westword. For even more news from around the city, subscribe to our morning newsletter at denver.citycast.fm. Follow us on Instagram: @citycastdenver Chat with other listeners on reddit: r/CityCastDenver Support City Cast Denver by becoming a member! What are your thoughts on Zeppelin Station's next steps? Text or leave us a voicemail with your name and neighborhood, and you might hear it on the show: 720-500-5418 Learn more about the sponsors of this July 14th episode: Denver Film Denver Health Colfax Ave BID Colorado Lottery Cozy Earth - Use code COZYDENVER for up to 20% off Looking to advertise on City Cast Denver? Check out our options for podcast and newsletter ads at citycast.fm/advertise

Hour 1 of Scotty G. & The Coach with Scott Garrard and Tim LaComb. Starting Lineup Offensive line and defensive line turnover for Utah What You May Have Missed

Scotty G. & The Coach with Scott Garrard and Tim LaComb on July 14, 2026. Hour 1 Starting Lineup Offensive line and defensive line turnover for Utah What You May Have Missed Hour 2 Bob Casper, Real Golf Radio G, B, & U: Scottie Scheffler says coming in second hurts more than missing the cut + MORE Hour 3 Jordan Walker homers on last six swings to win Home Run Derby Mike Smith, Utah Jazz TV Broadcast Pre Half and Post + MORE Hour 4 Mitch Harper, BYU Cougars insider for KSL Sports Sports Roulette: World Cup Minute + MORE

Oakland Interim Police Chief James Beere has been named as permanent replacement. Oakland has had 11 different police chiefs since 2009. For more, KCBS Radio News anchor Rebecca Goodeyon spoke with KCBS Insider Phil Matier.

Dave Bragg, CFO at UDR, Inc. (NYSE: UDR), joined the REIT Report podcast to discuss the multifamily REIT's decision to adopt a monthly dividend, its strategic focus on operational excellence, and the current state of the multifamily real estate market. Bragg noted that adopting a monthly dividend reflects the REIT's efforts to seek new and different sources of capital, including individual investors. Through a range of education efforts, UDR is looking to showcase its “50-year history of about $9 billion of dividends paid,” and a healthy dividend yield today that has been characterized by “stability and growth over time.”UDR is also increasingly applying a data-driven approach to capital allocation, according to Bragg. “It's a very collaborative process that has informed our dispositions and our share buybacks, which have been a focus so far this year,” he said.

Dave Sarazen, VP of Customer Service at Multivac, joins Sarah Nicastro to share exactly how his organization cut technician turnover in half — through a veteran hiring program, structured career paths, an apprenticeship model, and intentional leadership practices that keep field teams engaged and performing. Originally released in 2024, returning as part of our July rerelease series.

Good afternoon, I'm _ with today's episode of EZ News. Tai-Ex opening  The Tai-Ex opened slightly (稍微) lower this morning at 46,537. Turnover stood at 11-billion N.T. dollars. The market closed lower Monday after an early rise. Investors were worried that tech stocks had become too expensive. That led to a large selloff (拋售) in the tech sector. MAC claims China may be involved in attack on Japanese commentator The Mainland Affairs Council says China may have been involved in an attack on Japanese commentator (評論員) Akio Yaita. A Hong Kong man was arrested on suspicion of punching Yaita after he gave a speech in Taichung. The attack led to claims on social media that China may have been involved. The council says it warned other agencies that the case "could involve transnational repression (跨國鎮壓)." Yaita is the CEO of the Indo-Pacific Strategic Thinktank. He had just finished giving a speech at an an event organized by the Spring Rain Foundation at a hotel in Taichung when he was punched in the face as he was making a phone call Keelung to revoke preschool's license over child abuse case The Keelung City Government says a preschool may lose its license (執照) as early as tomorrow over a child abuse (虐待) case. Officials will review the second stage of the investigation later today. The city has released the names of two teachers found responsible for abuse. The city also filed a criminal complaint last week. Several children at the preschool in Qidu District were found with bruises (瘀青) allegedly caused by abuse. French President visits Syria after Assad's ouster French President Emmanuel Macron has arrived in Syria, becoming the first major Western leader to visit since Bashar al-Assad's ouster (驅逐) in 2024. Ukrainian President Volodymyr Zelenskyy visited in April, but Macron is the first from western Europe or North America. His visit comes during a period of relative calm (相對平靜) in the Middle East after the monthlong war in Iran and Lebanon. Macron is also set to attend a NATO summit (高峰會) in Ankara, Turkey. Syrian President Ahmad al-Sharaa is also expected to attend the summit and hold a high-profile meeting with U.S. President Donald Trump. Trump's pardons for Jan. 6 rioters don't apply to DC pipe bomb suspect, judge rules A judge says US President Donald Trump's pardons (赦免) for January 6th rioters do not apply to a suspect in the D.C. pipe bomb case. The case may now move toward trial. Prosecutors say the suspect may have a link to the Capitol riot. But that claim has not yet been tested in court. AP correspondent Ed Donahue reports  Cuba hit by islandwide blackout Cuba has been hit by an islandwide blackout (停電) as fuel supplies (燃料供應) run low. The country's Electric Union reported the blackout Monday. It says the cause is still under investigation. Fuel has been running out since January, after U.S. President Donald Trump threatened tariffs on countries that sell oil to Cuba. Public transportation has largely stopped, and officials have canceled tens of thousands of surgeries. That was the I.C.R.T. EZ News, I'm _. -- Hosting provided by SoundOn

Mandy Weiner speaks to Lennox Wasara, EWN Sports reporter reflecting on the latest developments in the world of sports. The Midday Report with Mandy Wiener is 702 and CapeTalk’s flagship news show, your hour of essential news radio. The show is podcasted every weekday, allowing you to catch up with a 60-minute weekday wrap of the day's main news. It's packed with fast-paced interviews with the day’s newsmakers, as well as those who can make sense of the news and explain what's happening in your world. All the interviews are podcasted for you to catch up and listen to. Thank you for listening. Listen live the The Midday Report broadcast weekdays between 12 pm and 1 pm (SA Time) on 702 https://buff.ly/gk3y0Kj and on CapeTalk https://buff.ly/NnFM3Nk For more from show and catch-up podcasts, visit Primedia+ here https://buff.ly/BTGmL9H Subscribe to the 702 and CapeTalk daily and weekly newsletters https://buff.ly/v5mfetc Let’s keep the conversation going online: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/capetalkza CapeTalk on X: https://x.com/CapeTalk CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567See omnystudio.com/listener for privacy information.

Tai-ex Opening Financial markets opened with the New Taiwan dollar at 31.92 against the U.S. dollar in the foreign exchange market today.  The NT was down 0.01 from the previous close. The currency traded in a range of NT$31.92 to NT$31.93 per U.S. dollar in early trading. Taipei shares also opened lower… The Taiex was down 199.02 points, and the index started the day at 46,545.14 points.  Turnover at the opening totaled NT$10.134 billion. 1,300 tonnes of tainted cooking oil products recalled The Food and Drug Administration has recalled around 1,300 tonnes of cooking oil products (大豆沙拉油) after they were found to contain excessive levels of a carcinogenic compound. The F-D-A says the affected soy-based cooking oil was produced by Taichung-based Central Union Oil and supplied to three major local food oil companies. The affected oil was sold to the three companies between April 8 and April 10. The F-D-A says the three companies immediately recalled the products after being notified by Central Union of the anomaly. Central Union has been ordered to suspend (停產) production while authorities review its manufacturing processes (生產流程) to determine the cause of the problem. CWA monitoring Typhoon Bavi Typhoon Bavi is now a moderate typhoon (輕度颱風). It is expected to continue intensifying into a strong typhoon by tonight.. and its likely to impact Taiwan later next week. Independent meterologist Wu De Rong describes Bavi as a large and powerful typhoon typical of an El Niño (聖嬰年) year. Wu said Bavi is expected to move west-northwestward reaching waters southeast of Japan's Ryukyu Islands (琉球群島) by the middle of next week. Iran imposes new tanker routes In interntaional news,   Iran's joint military command is warning that all oil tankers moving through the Strait of Hormuz must use its approved routes or face a “forceful response.”  Ship passage through the vital waterway is continuing to rebound (持續回升), even after Iran attacked two commercial vessels last week. Karen Chammas reports. Vatican excommunicates traditionalists The Vatican has responded aggressively to a traditionalist society that consecrated bishops without the pope's consent (同意). The Vatican declared that the Society of St. Pius X had formally broken with the Catholic Church and it excommunicated (絕罰) its bishops.  It also warning its faithful they also could face the harsh sanctions.  The Vatican went above and beyond the minimal sanctions foreseen by the church's canon law to respond to the consecrations Wednesday of four new bishops at the society's seminary in Switzerland. -- Hosting provided by SoundOn

On this episode Jay has an interview with Austin Getz the lead singer of Turnover. After that Ed goes over changes to the bus policy at Walt Disney World and Disney Springs. Later Ed goes over the card for this year Forbidden Door. JUN 26, 2026 at the WPRK Studios in Winter Park, FL The post Ep. 518- Turnover Buses appeared first on Orlando Tourism Report .

Featuring: Judah Thomas, David LaManna, Lenny Salgado, Johnny V., and Mike McHugh.Edited by: Tim NicholsonIn this episode of Thriving in the Word, we continue The Hall of Faith series and we stop at one of the most iconic figures in all of Scripture — but we start with two people whose names most people never learned.We open in Hebrews 11:23–26 and trace back through Exodus 2, where two unnamed parents made a faith decision that changed the trajectory of an entire nation. No platform. No spotlight. No credit. Just a basket, a river, and a God they trusted with the impossible.From there, we follow Moses — raised at the apex of power, educated in the greatest empire on earth, an adopted heir to a throne built on the backs of his own people. And then, at the height of everything the world could offer, he walked away from it.That's not weakness. That's the most radical act of faith in the room.We dig into what it looks like to refuse the identity the world hands you, to choose suffering with God's people over the temporary pleasures of sin, and to protect your heart when prestige, comfort, and status are all screaming at you to stay. Moses kept his eyes on the eternal reward — and it cost him everything Egypt could offer. We talk about putting leaders on pedestals, the danger of confusing worldly status with Kingdom standing, and why the turnover of life is faster than most of us are ready for.That leads us into some honest questions: What are you holding onto that God is asking you to let go of? Are you storing up treasure in the right place? And when the world offers you everything — are you rooted enough in eternity to say no?Topics include: Hall of Faith, Hebrews 11, Moses, Exodus 2, faith vs. worldly status, Moses' parents, unnamed heroes of faith, no names of the Kingdom, adopted heirs, apex of power, eternal rewards, temporary pleasures of sin, protecting your heart, storing treasures in heaven, generational faith, faith and identity, refusing the world, eternal perspective, looking ahead to eternity, life is short, what is faith, faithfulness in obscurity, man of faith, Christian podcast, Bible teaching, Bible study on Moses, endurance, walking with God, Kingdom values, spiritual formation, faith-based living.More Info: https://www.thrive.church Give: https://www.thrive.church/give/ Need prayer?prayer@thrive.churchThis is a presentation of Thrive.Church. © All Rights Reserved.

Turnover isn't a trend. It's a warning signal. This Inc. Tip was written by Bill Fotsch. Learn more about your ad choices. Visit podcastchoices.com/adchoices

What if the real cost of turnover is the stuff your old team didn't have to say out loud? In Day 19 of The Flow Protocol series, Dr. Dave shows why familiar teams produce more. You'll learn:  Why replacing the person doesn't replace the rhythm behind a productive day  How familiarity improves handoffs, patient trust, schedule flow, and case follow-through  The huddle question that exposes where your team is wasting time, attention, and production Because when a team loses its timing, the owner feels it in the schedule, the patient experience, and the bottom line. Listen now and learn how familiar teams create calmer days, cleaner communication, and more profitable practice.

From twenty year waits to four month breaks, we mop up some of the biggest heavy records of the last few weeks reviewing Converge's second album of 2026, Marmozets, Static Dress, Turnover, Guilt Trip, Warning, Stormkeep, & Funebrarum.Converge 26:04Marmozets 48:34Static Dress 1:15:35Turnover 1:30:00Guilt Trip 1:41:39Warning 1:53:38Stormkeep 2:20:01Funebrarum 2:38:26

Nate Wiggins turned a higher snap count into three interceptions last season. Does he have more ball hawking ability in his skillset? Vinny Cerrato is expecting even more turnovers this year.

Check out eCornell's AI in Hospitality Certificate Program  Starwood Hotels - starwoodhotels.com Tao Group Hospitality - taogroup.com With approximately 17.1 million employees, the hospitality and leisure industry remains one of the largest and, unfortunately, most volatile employment sectors. Front-line turnover rates continue to hover around 50% to 80%, and there are an estimated 986,000 current job openings in restaurants and hotels alone. The combined impact of turnover and vacancies threatens both operational stability and industry growth. This Keynote will examine current labor market conditions and explore innovative solutions reshaping hospitality workplaces. From leveraging new technologies to reimagining traditional workforce management approaches, our panel will analyze strategies to address these challenges. The discussion will highlight both immediate solutions and long-term initiatives that are creating more stable, adaptable work environments. What You'll Learn Easy-tech options for responding to the current dynamics, including demand forecasting, AI-enabled hiring, and auto-scheduling Proven no-tech initiatives, such as predictable scheduling, multi-skilling, shared labor pools, and educational pipelines Policies and practices that promote workplace flexibility and responsiveness Follow eCornell on YouTube, Facebook, Instagram, LinkedIn, TikTok, and X.

Ali Mac, Mike Johnson, and Beau Morgan react to the Atlanta Falcons signing defensive end Keshawn Banks, defensive tackle Devonnsha Maxwell and wide receiver Antwane Wells Jr., all from the UFL, react to the Falcons also releasing defensive lineman Elijah Garcia, defensive end CJ Nunnally IV, and wide receiver Casey Washington, talk about how there's been a lot of turnover in the wide receiver room, and explain why they think the turnover in the Falcons wide receiver room should create a lot of good competition in that room.

How did the phrase, “diversity, equity and inclusion”—DEI—which sounds like a positive thing, get such a bad rap? The answer lies in how the concept has often been introduced. Our guest, Dr. Melissa Crum, explains that most people aren't reacting to the actual idea of DEI; they're reacting to how the idea was introduced. Instead of hearing, “Let's look at systems that create problems,” people hear, “Oh, I'm the problem?!” And once that happens, people shut down.Dr. Crum helps people separate themselves as individuals from the systems they live in. She's not telling her listeners they're bad people. She tells them there are larger patterns in which we all operate. When people hear that distinction, meaningful conversation happens. Dr. Crum reflects on power in everyday moments. Even something as simple as how you talk to server in a restaurant can reflect a power dynamic. It's about being aware that not everyone you deal with has the same ability, or relative power, to respond or push back in those moments.Context matters. A word or phrase that feels harmless—or even friendly—to one person might carry a completely different meaning for someone else based on their experiences. Instead of assuming everyone hears things the same way, Dr. Crum encourages us to be a little more curious and flexible in how we communicate.Promoting inclusion doesn't come with one training session. This is a marathon, not a sprint. You can't expect people to completely rethink years—or decades—of assumptions in a couple hours. That's part of why some of those past trainings backfired. People were overwhelmed, and nothing really stuck.Promoting DEI means examining how an organization actually functions. Just saying, “We value inclusion,” does nothing, but defining what inclusion means in real situations—like hiring, promotions, meetings, decision-making—brings meaningful change. And what does a business get in return? Employees who feel valued are engaged in their work. Turnover decreases, and productivity increases. DEI is good for business.

Send us Fan MailWe react to the Spurs' Finals collapse against the Knicks and dig into why double-digit leads kept slipping away. We lay out the fixes, from protecting the ball to reshaping lineups, and we ask who San Antonio should trust when the game gets tight.• Turnover battles as the clearest path to wins• Wembanyama's next leap through strength, stamina, and free throws• Late-game awareness and slowing the pace in crunch time• Coaching adjustments that never came and lineup pairings we wanted to see• Stefan Castle's basketball IQ, tempo control, and need for a go-to move• Dylan Harper's case as the closer and how his role could grow• De'Aaron Fox under the microscope for playmaking, defense, and fit• Keeping key shooters and adding the right forward to complete the roster• The Spurs' bright future after a painful Finals lessonplease make sure to like, subscribe, comment, tell anyone who's anyone about the show.Support the showhttps://linktr.ee/GetABucketShow for more content!!!

In Episode 121, we turn our focus to a critical issue in healthcare: patient aggression and its impact on worker well‑being.We're joined by Dr. Lisa Kath, Associate Professor of Psychology at San Diego State University, to discuss new research on how healthcare workers are affected not just by direct exposure to aggressive patient behavior, but also by witnessing and hearing about it.Drawing on data from pediatric healthcare settings, this conversation highlights how repeated exposure to patient aggression shapes stress, burnout, and turnover—and why the effects extend beyond the individual directly involved.We discuss:* Why frequency of exposure, not just extreme incidents, drives psychological harm * The surprising impact of witnessing or hearing about aggression, and how it increases stress and turnover intentions * Why nurses face higher risk due to constant bedside exposure * How workplace context (e.g., ER and behavioral health units) shapes exposure levels* What these experiences signal about organizational support and safety culture* Practical solutions, including peer support programs and post‑incident recovery strategiesYou can find Dr. Kath here: https://psychology.sdsu.edu/people/lisa-kath/You can read the paper here: https://www.pediatricnursing.org/article/S0882-5963(26)00173-9/fulltext This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit healthywork.substack.com

In this episode of the Crazy Wisdom Podcast, host Stewart Alsop sits down with client strategist Amadeus Huff to cover a wide range of topics that wind their way from the nuts and bolts of recruiting and payment models to the rapidly shifting landscape of AI adoption in business. The two dig into how AI tools are reshaping client success roles, the murky territory of recording laws and privacy in a globalized world, the geopolitical implications of oil supply chains, sanctions, and the rise of domestic tech ecosystems in countries like Russia and Argentina, and what all of this means for the future of human connection and the nation-state. Amadeus closes on an optimistic note, arguing that as AI takes over bureaucratic busywork and erodes trust online, people will increasingly hunger for genuine human relationships and third spaces. You can connect with Amadeus Huff on LinkedIn.Timestamps00:00 - Stewart introduces Amadeus Huff, diving into recruiting as building connections between job seekers and employers with minimal variance.05:00 - Amadeus discusses AI adoption pitfalls, comparing aggressive growth strategies to Amazon's early model, questioning whether tools deliver promised results.10:00 - Conversation shifts to AI notetaking versus human perception, exploring probabilistic interpretation differences between humans and machines.15:00 - Recording consent laws debated across states, touching on Waymo surveillance, Uber data collection, and public versus private space definitions.20:00 - Global privacy landscape examined, covering Swiss banking secrecy erosion, ProtonMail's departure, and RISC-V semiconductor development escaping US jurisdiction.25:00 - Sanctions creating domestic innovation ecosystems discussed through Russia's example, paralleling Argentina's emerging commerce evolution.29:00 - Closing reflections on AI replacing bureaucracy while preserving human purpose, optimism about meaningful work and deeper personal connections emerging.Key Insights1. Recruiting is fundamentally about reducing variance between what job seekers want and what employers offer. The most ethical payment models in recruiting are tied to proven success, such as waiting three months to confirm a hire is working out, rather than collecting fees the moment a contract is signed.2. Business thinking has shifted from shareholder value to stakeholder value, meaning companies now consider the wellbeing of employees, families, and communities, not just stock price. This shift is accelerating due to AI overpromising and underdelivering, making value-based measurement more important.3. AI is most useful when it handles administrative tasks that provide no direct value to customers, such as transcribing meetings and populating CRM systems. This frees up workers to focus on meaningful relationship-building and intellectual work rather than bureaucratic busywork.4. There is an important distinction between recorded and unrecorded conversation in professional settings. Building trust through informal off-the-record dialogue before switching on a transcription tool creates clearer boundaries and stronger relationships with clients.5. Sanctions tend to follow a bell curve of effectiveness. Over time they force sanctioned countries to build domestic alternatives, which gain adoption and loyalty, ultimately reducing the influence of the original foreign companies once sanctions lift.6. AI is degrading trust in online information to the point where people will increasingly crave authentic human connection, physical gathering spaces, live experiences, and real relationships rather than algorithmically generated content.7. AI is quietly improving intergenerational relationships by removing codependency. When elderly parents learn to use AI for technical help, their calls to family members shift from problem-solving to genuine connection, which strengthens the relationship.

The real link between employee experience and customer experience is not happiness alone. It is readiness, training, empowerment, accountability, and leadership. Summary The phrase happy employees create happy customers is popular in customer experience, but it is incomplete. In this episode of The Customer Service Revolution Podcast, Denise Thompson and John DiJulius challenge the oversimplified belief that employee happiness alone leads to a world-class customer experience. Employee happiness matters. If employees are miserable, unsupported, burned out, or treated like a cost center, customers will feel it. But a happy employee who is poorly trained can still create a poor customer experience. A happy employee without standards can still be inconsistent. A happy employee without autonomy can still feel helpless when something goes wrong. John explains that the real connection between employee experience and customer experience comes from hiring people with the right service aptitude, then giving them the training, systems, coaching, empowerment, recognition, and accountability they need to succeed. Denise and John also discuss how toxic employees, rushed onboarding, broken policies, lack of recognition, and poor leadership can turn even naturally happy employees into frustrated or burned-out ones. The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, empowered, and responsible for the experience they create. Key Takeaways: 1. Happy Employees Matter, But Happiness Alone Is Not a Strategy Employee happiness is a critical part of customer experience, but it does not automatically create happy customers. Employees also need preparation, standards, tools, and leadership. 2. Employee Readiness Is Different From Employee Happiness A naturally positive employee can still fail the customer if they are rushed into the role without proper onboarding, technical training, or service aptitude training. 3. Poor Systems Can Destroy Employee Happiness When employees are forced to defend broken policies, cover for understaffing, or absorb customer frustration without support, happiness disappears quickly. 4. Technical Training Is Not Enough Companies often train employees on processes, tasks, and systems, but neglect the human skills required to deliver great service: empathy, energy, listening, curiosity, problem-solving, and service recovery. 5. Autonomy Requires Clarity Empowering employees to make decisions only works when they understand the standards, expectations, and boundaries behind the customer experience. 6. Toxic High Performers Are Still Toxic Keeping a negative employee because they bring in revenue can damage morale, increase turnover, and weaken the customer experience. 7. Recognition Cannot Only Go to Problem Employees Leaders often spend most of their time managing high-maintenance employees while overlooking the reliable employees who quietly keep the business running. 8. The Real Goal Is Prepared, Valued, Trusted Employees The connection between employee experience and customer experience is strongest when employees feel valued, prepared, trusted, empowered, and accountable. Standout Quotes "Happy employees are a critical part of the equation, but just hiring happy employees does not by itself produce happy customers." — John DiJulius "A happy employee who is poorly trained can still create a terrible customer experience." — Denise Thompson "The best time to hire a new employee is two months ago." — John DiJulius "Over 90% of the things that go wrong in a customer-facing situation are not the customer-facing employee's fault." — John DiJulius "You never trade your reputation for sales." — John DiJulius "Burnout is real, but I think it is misdiagnosed." — John DiJulius "The goal is not just happy employees. The goal is happy employees who feel valued, prepared, trusted, and responsible for the experience they create." — Denise Thompson Chapters List After 20 Years John shares that he is most proud of the community built around The DiJulius Group's customer experience philosophies. 03:00 – Why In-Person CX Communities Matter Denise and John reflect on the Customer Service Revolution Conference and why live learning creates stronger relationships, deeper community, and better transformation. 06:06 – Challenging "Happy Employees Create Happy Customers" Denise introduces the episode's central idea: the phrase is true in spirit, but too simplistic if taken literally. 07:31 – Why Happiness Alone Is Not Enough John explains that happy employees are essential, but without training, systems, standards, and leadership, they cannot consistently create happy customers. 09:19 – Employee Happiness vs. Employee Readiness Denise asks about the difference between employees who feel good at work and employees who are truly prepared to deliver a world-class customer experience. 10:13 – Why the Best Time to Hire Was Two Months Ago John explains why reactive hiring and rushed onboarding set employees and customers up for failure. 12:25 – When Broken Systems Frustrate Happy Employees Denise and John discuss how poor policies, lack of training, and customer frustration can quickly drain employee happiness. 14:24 – The Service Aptitude Skills Companies Forget to Train John explains why organizations must train human skills like empathy, energy, curiosity, listening, problem-solving, and service recovery. 16:10 – Turnover as a Warning Sign John shares how employee turnover often reveals deeper issues in hiring, leadership, compensation, or culture. 18:23 – How Long Should Leaders Try to Fix a Toxic Employee? Denise asks how much time companies should spend coaching someone who performs well in some areas but hurts the culture. 21:41 – When Happy Employees Become Unhappy Denise explains how employees can start out happy but lose energy or engagement as conditions change. 22:14 – Burnout, Boredom, and Broken Systems John and Denise discuss why burnout is often caused by lack of support, poor systems, understaffing, and inability to get results. 25:03 – Mastery, Autonomy, and Purpose John connects employee happiness to growth, empowerment, purpose, and the ability to keep building value for employees. 27:28 – Autonomy Without Standards Denise and John discuss what happens when employees are empowered but not fully trained to make the right decisions. 31:10 – Teaching Service Recovery John shares how organizations can teach employees to handle service failures with clarity, judgment, and escalation when needed. 32:13 – A Real Service Recovery Story from John Roberts Spa John tells a memorable story about a serious customer service failure and how immediate ownership and overcorrection matter. 38:01 – Why Employees Need to Feel Valued Denise and John discuss how leaders often overlook reliable employees while focusing attention on higher-maintenance team members. 39:54 – The Danger of Overloading Rock Stars Denise and John explore how high performers can unintentionally be punished with extra work and higher expectations. 43:10 – The Real Link Between EX and CX Denise summarizes the core message: the goal is not just happy employees, but employees who are valued, prepared, trusted, and accountable. 44:02 – Closing and 20th Anniversary Reflection Denise thanks John and again recognizes The DiJulius Group's 20th anniversary. Links: The DiJulius Group Methdology: https://thedijuliusgroup.com/x-commandment-methodology/ Company Service Aptitude Test:  https://thedijuliusgroup.com/c-sat-forms/individual-c-sat/ Schedule a Complimentary Call with one of our advisors:  tdg.click/claudia Ask John!  Submit your questions for John, to be aired on future episode:  tdg.click/ask Customer Experience Executive Academy: https://thedijuliusgroup.com/project/cx-executive-academy/ Experience Revolution Membership:  https://thedijuliusgroup.com/membership/ Books:  https://thedijuliusgroup.com/shop/ Contacts:  Lindsey@thedijuliusgroup.com , Claudia@thedijuliusgroup.com If you want to learn how world-class organizations build cultures customers cannot live without, explore The Experience Revolution Membership. Inside the membership you'll gain access to livestream workshops, practical frameworks, and proven strategies used by organizations around the world. Learn more at https://thedijuliusgroup.com/membership/ Learn More If your organization is working to improve customer experience but struggling to connect it to measurable business outcomes, The DiJulius Group can help. Visit: https://thedijuliusgroup.com Listen to more episodes: https://thedijuliusgroup.com/the-customer-service-revolution-podcast/ Subscribe We talk about topics like this each week; be sure to subscribe wherever you listen to podcasts so you don't miss an episode.  

Wil sits down with 30-year restaurant veteran and author Lance Reynolds for a candid conversation about the realities of independent restaurant ownership. Lance shares his unlikely origin story, going from janitor to owner of the very same restaurant, and opens up about nearly losing everything when he overextended on a fourth location, plus the vulnerability it took to ask for help and turn things around. The two dig into what actually drives restaurant success: putting employees first, delivering genuine hospitality, telling your story, and embracing technology and AI to free up time for the human connection that makes local restaurants irreplaceable. With independent restaurants facing record closures, Lance offers practical, hard-won advice on reducing employee turnover, training effectively, managing your numbers, and using tools like AI and voice technology to survive and thrive in a tough economy.Top 10 Key TakeawaysYou don't have to fail to succeed. Lance learned everything the hard way through pain and near-bankruptcy. His mission now is helping operators skip the worst lessons through mentorship, books, and education.Ask for help, it's not weakness. Lance came within days of losing four restaurants and 177 jobs. The turning point was swallowing his ego, admitting he didn't know how to build a P&L, and asking for guidance.It's not about the food. Skilled farm-to-table chefs go out of business daily. Business acumen, systems, and hospitality are what separate survivors from casualties.People-first is the secret sauce. Lance runs on a three-legged stool: employee experience, guest experience, then bottom line, in that order. The financial success is a byproduct of getting the first two right.Turnover is a profit killer. Replacing a line employee costs roughly $4,500 to $6,000, and a manager runs $12,000 to $15,000. Investing in people up front changes the entire financial picture.Training drives retention. The more you train employees, the longer they stay. Well-trained teams build trust, and people don't leave environments they trust.Independent restaurants are community first responders. From hurricanes to wildfires, local restaurants show up with food, time, and money. If they vanished, local economies would collapse in weeks.AI is a game-changer most operators are ignoring. In Lance's talks, fewer than 5% of owners are intentionally using AI. He demonstrates live how it can generate specials, recipes, training, pricing, and social content in minutes.Technology should elevate hospitality, not replace it. Tools like voice AI (e.g., Virnika) and video training platforms automate behind-the-scenes work so staff can focus on guests, and they're not eliminating jobs, just reallocating talent.Tell your story. Sharing why your restaurant exists creates emotional connection with employees and guests alike. A chain's Achilles heel is local, intimate knowledge, so lean into it.

If you've ever wondered what to actually do during small group time in math, this episode will give you a clear and practical way to support students without lowering expectations.We built a simple Math Coherence Compass to help district and school leaders make aligned decisions around math—without adding another initiative. Get your free copy and training here https://makemathmoments.com/coherence-compass/Not sure what matters most when designing math improvement plans? Take this assessment and get a free customized report: https://makemathmoments.com/grow/ Math coordinators and leaders – Ready to design your math improvement plan with guidance, support and using structure? Learn how to follow our 4 stage process. https://growyourmathprogram.com Looking to supplement your curriculum with problem-based lessons and units? Make Math Moments Problem Based Lessons & Units Description:Every school system wants sustainable improvement in math instruction. But in education, there's one reality we can't ignore: people are constantly stepping on and off the system. Teachers change roles, leaders move positions, and new staff enter every year. So how do you build improvement efforts that actually last?For years, many educators have thought about improvement through the idea of a flywheel—something that takes significant effort to get moving, but gains momentum over time. But what if education systems are less like flywheels and more like Ferris wheels? In a Ferris wheel system, people are always coming and going. And that means improvement can't live only inside individuals—it has to live within the system itself. Sustainable change requires structures that preserve learning, distribute leadership, and continuously support people as they enter and move through the system.In this episode, you'll explore:Why sustainable improvement can't depend on individual people aloneThe role of hubs, networks, and distributed leadership in math improvementWhat it means to “learn fast and implement slow”How systems can preserve and share learning over timeWhy continuous improvement must be built into the system itselfIf you're leading math improvement in a classroom, school, or district, this episode will challenge you to think differently about sustainability—and help you design systems that continue to grow even as people come and go.Show Notes PageLove the show? Text us your big takeaway!Empower Your Students (and Teachers) Using A Professional Learning PlanThat Sparks Engagement, Fuels Deep Learning, and Ignites Action! Book a time to chat with our team to see how we can help you achieve your math goals! https://makemathmoments.com/plan/Are you wondering how to create K-12 math lesson plans that leave students so engaged they don't want to stop exploring your math curriculum when the bell rings? In their podcast, Kyle Pearce and Jon Orr—founders of MakeMathMoments.com—share over 19 years of experience inspiring K-12 math students, teachers, and district leaders with effective math activities, engaging resources, and innovative math leadership strategies. Through a 6-step framework, they guide K-12 classroom teachers and district math coordinators on building a strong, balanced math program that grows student and teacher impact. Each week, gain fresh ideas, feedback, and practical strategies to feel more confident and motivate students to see the beauty in math. Start making math moments today by listening to Episode #139: "Making Math Moments From Day 1 to 180.

in this episode pablo and joestar talk about wemby's bad turnover and the knicks and the spurspatreon.com/stateoftheleagueTIMESTAMPS:00:00 INTRO20:00 FINALS TALK

Spurs do not have enough experience and it is showing Brunson has been nothing short of great this postseason. Seeing the future of the Wizards

The New York Knicks are two wins from their first title since 1973. On this Championship Chase edition of the Sports Chasers Podcast, lifelong Knicks fans Kevin L. Warren and D-Dubbz react to New York's 105-104 Game 2 win over the San Antonio Spurs — a 2-0 NBA Finals lead built on two road wins (Game 1: 105-95) and a 13-game playoff win streak.We break down the game flow — San Antonio's 34-point first quarter, the Knicks' decisive 31-18 second quarter, and surviving a Spurs 14-0 fourth-quarter run to tie it at 97 — before New York closed it out. Plus: Jalen Brunson's gritty 20 points (7-25) and the game-deciding free throws, Karl-Anthony Towns' efficient 21 & 13, Mikal Bridges' 20 on 13 shots, OG Anunoby's two-way impact, and Landry Shamet off the bench. We get into the late Spurs turnover and foul, the final shot debate, officiating, national media narratives, and Mike Brown's coaching turnaround — then preview Game 3 at Madison Square Garden on Monday, June 8 at 8:30 PM ET.No hot takes. No narratives. Just objective, fan-first sports talk.

2015 veröffentlichte die US-amerikanische Band Turnover mit «Peripheral Vision» ein Album, das zum modernen Klassiker für Indie-Girls und Sad-Boys wurde. Die darauffolgende Platte konnte noch einigermassen mithalten, doch danach floppte alles Weitere. Gelingt ihnen mit «Down On Earth» das Comeback?

Light-on for news this week, as Sam and Max dive into some big names coming to your screens and your stages with the ARIA awards and Night At the Parklands, before going deep into some bands that we feel like don't get enough love.Listen along to the songs we discuss with this week's Spotify Playlist.Discover more new music and hear your favourite artists with 78 Amped on Instagram and TikTok.Watch episodes on our YouTube channel and don't forget to like and subscribe.

Julie Thiel of TTS Company explains why MSPs need to treat retention as a business-building discipline, not a last-minute response to resignations “Turnover doesn't start when someone leaves,” says Julie Thiel of TTS Company. “That's just when you get the wake-up call.” In this episode of Technology Reseller News, Doug Green is joined again by Julie Thiel of TTS Company for the latest conversation in an ongoing series designed to help MSPs understand the human resources side of building a stronger business. The discussion focuses on a common issue for growing MSPs: employee turnover. But rather than treating turnover as something that begins when an employee gives notice, Thiel argues that the warning signs often appear much earlier. Retention, she explains, is tied to leadership, employee experience, culture, communication, expectations and whether team members see a future inside the organization. For MSPs, the stakes are especially high. Losing a strong technician, account manager or operations leader can disrupt customer relationships, reduce service quality and put added strain on the rest of the team. Turnover is not only an HR problem. It can become a customer experience problem, a profitability problem and even a business valuation problem. Thiel says MSP owners should think about retention as part of building equity in the company. A stable, engaged team helps create better customer outcomes and a stronger operating model. That means leaders need to pay attention before someone starts looking elsewhere. The conversation also explores the limits of compensation alone. Thiel notes that while another employer can always offer more money, pay is not the only factor that keeps people in place. “Anyone can offer more money,” Thiel says. “I've gone to jobs where I made a lot more money and it was a terrible experience. It was combat pay.” Her point is that MSPs need to make it harder for good employees to leave by building an environment where people feel valued, supported and connected to the mission of the business. More money may get someone's attention, but a healthy workplace can be the deciding factor in whether they stay. TTS Company, originally founded as Thiel Talent Strategy, works with businesses on the people side of growth. Thiel says her goal is to make HR less intimidating for business owners who may know they need help but are unsure where to begin. “I want HR to not seem so scary,” Thiel says. “We're non-scary HR.” Learn more at thettscompany.com.

Many investors see passive investing as the safest, most cost-effective way to build wealth. In this episode of Off The Wall, David B. Armstrong, CFA and Nate Tonsager, CIPM, CFA challenge that assumption by pulling back the curtain on what can happen to passive investors when the market turns. They break down the hidden risks of matching a benchmark exactly, exploring how a 20% market drop means an automatic 20% hit to your personal wealth if you don't have an active strategy behind you. They cover boredom mindsets, as well as answering the question: Should you be an active or passive investor? The goal of finding the cheapest solution is too simplistic and comes with unnecessary risk. The more strategic goal is to build a portfolio that actively protects your financial freedom.     Please see important podcast disclosure information at https://monumentwealthmanagement.com/disclosures   Episode Timeline/Key Highlights:  00:00 - Disclosures And Warm Open 01:58 - Active Vs Passive Defined Clearly 03:58 - The V8 Portfolio And Manager Discipline 15:16 - Passive Investing And The Boredom Trap 19:25 - Taxes, Turnover, And Account Type 21:35 - Actively Managing ETFs For Diversification 27:32 - Emerging Markets Breakdown And What Works 32:59 - Listener Questions, Contact Info, Closing Connect with Monument Wealth Management:    Visit our website: https://monumentwealthmanagement.com/   Follow us on Instagram: https://www.instagram.com/monumentwealth/#   Connect on LinkedIn: https://www.linkedin.com/company/monument-wealth-management/   Connect on Facebook: https://www.facebook.com/MonumentWealthManagement   Connect on YouTube: https://www.youtube.com/user/MonumentWealth#Fit   Subscribe to our Private Wealth Newsletter: https://monumentwealthmanagement.com/subscribe/   Check out our Between Sips Podcast: Where Money Meets Meaning Because money without meaning never feels like wealth. https://monumentwealthmanagement.com/between-sips-podcast/   About "Off the Wall":    Markets are noisy. Your time is limited. Off The Wall cuts through the clutter. Hosts David B. Armstrong, CFA and Nate Tonsager, CFA, CIPM bring you straightforward, candid insights about what's really moving markets and why it matters for successful investors. From economic shifts to portfolio positioning, we break down the complexities so you can invest with intention and stay grounded when headlines and life feels chaotic. Learn more about our hosts on our website at https://monumentwealthmanagement.com 

MLB.com Blue Jays Reporter Keegan Matheson joined OverDrive to discuss the Blue Jays and Marlins' series, Vladimir Guerrero Jr. 's injury timeline, Alejandro Kirk making a return, the turnover of the lineup, the positioning in the AL East, Max Scherzer and Shane Bieber's return and more.

Most leaders think high turnover is a retention problem. But it's not; it's a leadership problem. And the fix is the exact opposite of what most leaders do.Staff turnover is still widely misunderstood. And most leaders operate from a place of fear, responding to it defensively.They tiptoe around their people, lower the standards, and tolerate poor performance so they don't rock the boat. But, ironically, this is the worst thing you could possibly do for your retention problem. In this episode I give you my views on how to frame the turnover problem; I look at an article from Harvard Business Review that confirms what great leaders have always known. And I give you a practical framework that you can implement: four things to stop doing and four things to start doing.Links mentioned in this episode:No Bullsh!t Leadership episodes:Ep.27: Unleashing the Power of Your PeopleEp.355: The New Rules for High Performing TeamsHarvard Business Review article:Surprising Ways to Reduce Turnover in High-Pressure, High-Skill JobsSupporting research:Operational Overload: The Impact of Workload on High-Skilled Workforce AttritionWikipedia link:Yerkes-Dodson LawNurse Org article:Nursing Demand His New HIghLBT link:Leadership Beyond the Theory————————Have you taken our free Leadership Blindspot test?✨ In just 5 minutes you'll uncover the hidden leadership habits holding you back.Get your Blindspot Score and know exactly what to fix before it costs your career!TAKE THE FREE TEST HERE————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentorInstagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/in/martin-moore-075b001/Youtube: https://www.youtube.com/@YourCEOMentor————————Our mission here at Your CEO Mentor is to improve the quality of leaders, globally. ✨ If you've finished Leadership Beyond the Theory but still find yourself needing a sounding board for the real leadership challenges, applications are now open for the next intake of The No Bullsh!t Leaders Club.Join Marty, Em, and 90+ high calibre leaders for straight answers, tough conversations, and ongoing support to help you lead at a higher standard: leadershipbeyondthetheory.com/nblc Hosted on Acast. See acast.com/privacy for more information.

MONEY QUOTES: "The Internal Customer Crisis: Why Your Employees Are Quitting (And It's Not About Money)" "Nearly 75% of employee turnover is preventable." "Your job is to be the source of certainty in the chaos." THE DATA: Work Institute: 15,000 exit interviews in 2025, part of 120,000+ interviews from 2020-2025. Nearly 75% of employee turnover is preventable. MIT Sloan: Toxic workplace culture is the number one reason people quit, 10x more predictive than compensation. Gallup: Only 23% of employees are actively engaged. If you have 10 people, only 2-3 are truly engaged. The other 7-8 are going through the motions. People aren't quitting because of perks, pay, or flexibility. They're quitting because you're not giving them the 5 Cs.   THE 5 Cs YOUR EMPLOYEES NEED: 1. Context: The big picture. How does their work matter? Where is the company going? 2. Clarity: What does success look like? What are the priorities? What's expected? 3. Communication: Transparent conversations. Early problem surfacing. No surprises. 4. Consistency: Weekly rhythm. Reliable cadence. Predictable structure. 5. Certainty: Trust. Belief in the vision. Coaching for their highest potential. The one leaders miss most: Certainty.   WHAT CERTAINTY MEANS: Certainty isn't about guarantees. It's about creating psychological safety in an uncertain world. It's about your employees knowing: - "My leader believes in me." - "My leader has my back." - "My leader sees my potential and is invested in helping me reach it." - "Even when things are hard, I trust that we'll figure it out together." Certainty is the foundation of everything else. Without it, nothing else works. It is your job as the leader to create certainty. Not HR. Not a program. You. Your employees are living in an uncertain world. In the absence of certainty, people panic. They disengage. They leave. Your job is to be the source of certainty in the chaos.   WHY EMPLOYEES QUIT: REASON #1: They can't see a future (Career Development) Career growth has been the number one driver of turnover for decades. Not pay. Not perks. Growth. The 5 Cs failure: No Context (how their growth fits the bigger picture), No Clarity (what skills to build or what success looks like), No Certainty (they don't trust you're invested in their future). What you need: Role clarity that defines what great looks like and what the path forward is.   REASON #2: Their manager is the problem (Manager Behavior) People don't leave companies. They leave managers. The problem isn't technical. It's behavioral. How managers communicate. How they handle pressure. How they treat people when things get challenging. The 5 Cs failure: No Communication (managers avoid hard topics), No Consistency (managers are unpredictable, moody, reactive), No Certainty (managers don't believe in their people, they micromanage or abandon, they don't coach or create safety). Certainty is the hardest C for managers to deliver because it requires them to show up as leaders, not just task managers. What you need: A weekly rhythm that structures one-on-ones, creates space for coaching conversations, and builds certainty through consistency.   REASON #3: Work-life balance is unsustainable (Workload and Flexibility) This isn't about remote work or flexible hours. It's about unrealistic expectations, unclear priorities, and constant firefighting. Employees don't know what's most important, what they can say no to, or when "good enough" is actually good enough. So they try to do everything. And they burn out. The 5 Cs failure: No Clarity (priorities are unclear, everything is urgent), No Consistency (the rhythm is chaotic, meetings are random, expectations shift constantly), No Certainty (employees don't trust it's okay to set boundaries or push back). What you need: Decision boundaries that clarify what's theirs to own, what needs your input, and what they can let go of.   REASON #4: AI and job security uncertainty (Lack of Transparency) It's not fear of job loss. It's uncertainty about what AI means for them and their role. In the absence of clarity, employees fill in the blanks. Usually in ways that don't work in your favor. The lack of transparency creates anxiety. The 5 Cs failure: No Context (they don't understand why AI matters or how it fits the vision), No Communication (you're not talking about it or you're being vague), No Certainty (they don't trust you'll protect them, support them, or help them adapt). Your job as the leader is to say: "Here's what's changing. Here's what's staying the same. Here's how you fit into the future. I believe in you. We'll figure this out together." What you need: Transparent communication built into your weekly rhythm so change doesn't blindside your team.   REASON #5: The day-to-day experience wears them down (Culture and Recognition) This is the slow bleed. Not one big thing. Just a thousand small things that add up over time. Their wins go unnoticed. Their concerns go unheard. Their effort goes unrecognized. They feel invisible. The 5 Cs failure: No Communication (you're not listening, acknowledging, or seeing them), No Certainty (they don't feel valued, they don't trust their work matters, they don't believe you care). What you need: A consistent rhythm that creates space for recognition, celebration, and connection.   THE PATTERN: Every reason employees quit comes back to the same problem: You're not giving them the 5 Cs. And the one you're missing most? Certainty. Because certainty is hard. It requires you to show up as a leader, not just a manager. It requires you to believe in your people, even when they don't believe in themselves. It requires you to create safety, trust, and confidence in an uncertain world. Most leaders have never been taught how to do that. So they default to managing tasks. And their people leave.   THE REAL PROBLEM: You don't have an internal customer experience strategy built on the 5 Cs. Turnover has slowed, but the underlying frustration hasn't. Employees are staying longer, not because they're fully bought in, but because they're watching, waiting, and quietly reassessing whether it's worth sticking around. That's the real risk. Not mass exits, but quiet disengagement building under the surface. The gap between staying and committing is where most organizations are losing people. They just don't see it yet. You can't fix this with another perk, another program, or another pizza party. You fix it by building the infrastructure that delivers the 5 Cs.   THE SOLUTION: Bulletproof COO builds the infrastructure that creates the internal customer experience your team is craving. 3-5 short conversations. You talk. The system builds: - Role clarity so employees know what great looks like and what's next - Decision boundaries so they know what's theirs to own - Documented standards so expectations are clear - A weekly rhythm that creates consistency, communication, and certainty - An onboarding process that delivers context from day one Your team gets the 5 Cs. You stop being the bottleneck. Your A-players stay. Mediocrity loses its hiding place. Most importantly, you create certainty. Because the system gives you the structure to show up as a leader, not just a firefighter. Stop losing your best people to preventable turnover. Go to bulletproofbusinessgrowth.com/coo   ACTION STEP: Ask yourself: Are you creating certainty for your team? Or are you leaving them to navigate the chaos alone? NEXT WEEK: "Why Hiring More People Won't Fix This (And What Will)"

In episode 253, Coffey talks with Anthony Sork about how emotional attachment during onboarding shapes employee engagement, retention, and organizational performance.  They discuss the difference between employee attachment and employee engagement; how onboarding experiences create long-term emotional bonds with organizations; the role frontline managers play in employee retention and discretionary effort; why poor manager engagement creates downstream hiring and retention risks; how employer branding influences attachment before candidates even apply; the impact of lengthy recruiting processes on candidate perception and trust; why organizations should treat onboarding as a strategic investment; the four core attachment perceptions of security, trust, acceptance, and belonging; how emotional bonds form during the first 120 days of employment; practical ways leaders can strengthen employee connection and purpose alignment; the risks of unmanaged onboarding and declining new-hire sentiment; why traditional engagement surveys are lagging indicators of workplace culture; and how individualized onboarding experiences improve retention and team performance.  Mentioned in this episode: Qualtrics' 2026 Global Employee Experience Trends https://www.qualtrics.com/ebooks-guides/employee-experience-trends/   ** Special Offer From Our Guest **  We are pleased to offer a complimentary trial of the Employee Attachment Inventory for an employee who has commenced and who reaches their 90th day of employment in the months of May, June, or July 2026.  Visit www.shcBOND.com and use this code: GoodMorningHREAI2026   Or email Anthony Sork (anthony@sorkhc.com.au)or Selina Sork (selina@sorkhc.com.au) with questions.  Good Morning, HR is brought to you by Imperative—Bulletproof Background Checks. For more information about our commitment to quality and excellent customer service, visit us at https://imperativeinfo.com.   If you are an HRCI or SHRM-certified professional, this episode of Good Morning, HR has been pre-approved for half a recertification credit. To obtain the recertification information for this episode, visit https://goodmorninghr.com.   About our Guest:  As a world recognized thought leader in employee perception measurement, Anthony Sork has changed the way organizations understand “Engagement” across the employee lifecycle. Anthony has worked with leaders across all industries to help them understand, measure and manage the emotional bond of their talent to enhance performance and retention and build “Culture's of Excellence'.  Anthony's award winning patented instrument, the Employee Attachment Inventory (EAI) together with the Employee Connection Inventory (ECI) and Employee Detachment Inventory (EDI) have supported thousands of Managers globally to create highly engaged, high performance teams.  Anthony has spoken at leading industry conferences around the world. His audiences describe him as “expert”, “upbeat”, “articulate”, “engaging”, “entertaining” and “passionate”.  Anthony has been featured in the Australian Financial Review, Sydney Morning Herald, Management Today, Human Capital Magazine, Recruitment Extra & ABC Radio.  You can learn more about Employee Attachment, Connection and Detachment across Anthony's social media channels which attract a worldwide audience.  Anthony Sork can be reached at: www.SorkHC.com.au   About Mike Coffey:  Mike Coffey is an entrepreneur, licensed private investigator, business strategist, HR consultant, and registered yoga teacher. In 1999, he founded Imperative, a background investigations and due diligence firm helping risk-averse clients make well-informed decisions about the people they involve in their business. Imperative delivers in-depth employment background investigations, know-your-customer and anti-money laundering compliance, and due diligence investigations to more than 300 risk-averse corporate clients across the US, and, through its PFC Caregiver & Household Screening brand, many more private estates, family offices, and personal service agencies. Imperative has been named a Best Places to Work, the Texas Association of Business' small business of the year, and is accredited by the Professional Background Screening Association.  Mike shares his insight from 25+ years of HR-entrepreneurship on the Good Morning, HR podcast, where each week he talks to business leaders about bringing people together to create value for customers, shareholders, and community. Mike has been recognized as an Entrepreneur of Excellence by FW, Inc. and has twice been recognized as the North Texas HR Professional of the Year.  Mike serves as a board member of a number of organizations, including the Texas State Council, where he serves Texas' 31 SHRM chapters as State Director-Elect; Workforce Solutions for Tarrant County; the Texas Association of Business; and the Fort Worth Chamber of Commerce, where he is chair of the Talent Committee. Mike is a certified Senior Professional in Human Resources (SPHR) through the HR Certification Institute and a SHRM Senior Certified Professional (SHRM-SCP). He is also a Yoga Alliance registered yoga teacher (RYT-200) and teaches multiple times each week. Mike and his very patient wife of 29 years are empty nesters in Fort Worth.  Learning Objectives:  Understand the difference between employee attachment and employee engagement. Identify the leadership behaviors that strengthen emotional bonds with new hires. Evaluate onboarding practices that improve retention, trust, and belonging. Recognize the long-term organizational risks of poor manager engagement. 

"The most important lever you can pull as a leader is hiring the right people." Episode Chapters [03:29] Why Hiring Right Solves Most Leadership Problems [06:17] Looking Beyond the Resume [10:33] Setting Clear Expectations Up Front [13:00] The Real Cost of Turnover [18:10] Resources to Improve Your Hiring Process Hiring the right people is one of the most important decisions a leader makes. In this episode, Lee Cockerell is joined by Tim Dyck, an expert in hiring and interview strategy. They discuss why resumes only tell part of the story and how attitude, motivation, and clear expectations drive long-term success. Take a listen to hear a break down of the true cost of turnover. This episode will remind you why investing time in hiring right pays off in every area of your business. Read the blog for more from this episode.  Resources CockerellStore.com The Cockerell Academy About Lee Cockerell Mainstreet Leader Jody Maberry Travel Guidance Magical Vacation Planners are my preferred travel advisors. Reach out to have them help plan your next vacation. You can reach them at 407-442-2694.

In this episode of our On The Road series, we sit down with Jennifer Reimert, SVP, Consulting Practice at Workhuman, to explore how organizations can make recognition reach the people who are often hardest to reach: frontline and deskless workers.Jennifer spent 20 years as an HR practitioner and total rewards leader before joining Workhuman. She was also a Workhuman customer back when the company was Globoforce, using recognition to help bring two merged companies together when culture, identity, and belonging were under real pressure.Her message is clear: recognition cannot only work for people at a desk. If most of the work that defines your culture happens on the floor, in the field, in hospitals, in plants, in stores, or across customer sites, then recognition has to meet people where they actually work.

Hugh Millen joins Dave Softy Mahler and Dick Fain to talk about the Mariners bringing up Colt Emerson, his trepidations with the team turning to another young player, and how his experience around Deion Sanders connects, plus Aaron Rodgers signing with the Steelers finally plus his deep dive on what the analytics say about turnover battles.See omnystudio.com/listener for privacy information.

That seems to be the biggest issue the Warriors need to fix this summer and it sounds like they might have a plan for that.

Chessa Bouche, a sports reporter for LA First News, joined Sports Talk. Bouche celebrated LSU softball's incredible turnaround this year under head coach Beth Torina. She also lamented the Tiger baseball team's disastrous 2026 campaign.

In this episode of Lock It Down with Security Magazine, Editor-in-Chief Rachelle Blair-Frasier speaks with Frank Rojas, Business Development Manager for Hospitality and Gaming at Traka, and Dre Perkins, VP of US Strategic Key Accounts for Vingcard. Sponsored by Traka

Are high turnover and ineffective leadership draining your agency's culture and momentum? In this no-fluff episode, we break down how emotional burnout, unclear expectations, and toxic environments are killing your growth and reveal proven strategies to fix it fast. You'll discover how to build loyalty, create stability, and keep your team engaged with practical tactics like celebrating activity, defining clear career paths, and maintaining consistent leadership, so your agency can thrive without the chaos.Join the elite ranks of P&C agents. Sign up for Agent Elite today and get exclusive resources to grow your agency!

Mike Gallagher and Drew Dinkmeyer run through the Conference Semi-Finals, assessing all the games so far, covering all the key talking points, and passing judgement on how they foresee the rest of the series to develop.