Business Resources One

Business Resources One

By Mike VooriesBusinessManagement
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Business Resources One episodes

  • Your Worst Customer Might Be Costing You Your Best Employee
    A lot of owners can name their worst customer before you finish asking the question. Fewer have stopped to think about who has been dealing with that customer on their behalf. It's usually not the owner. It's the account manager getting talked down to, the office person fielding the angry calls, and the crew leader who drives off the property mad.
    When one of those people finally brings it to you, how you answer tells them exactly where they rank. If the answer always comes back to how big the account is, they hear it. Eventually they start asking themselves whether this job is worth it, and you may not like what they decide. Losing a good employee to keep a customer you don't even like is a lousy trade.
    In this episode Mike Voories talks about why a big check doesn't automatically make someone a good customer, what happens to your account manager's authority when you give in after a customer goes over their head, and what to do when the account is too big to just walk away from. Most of the time the fix doesn't start with firing anybody. It starts with a conversation you've been putting off.
    CHAPTERS:
    0:00 Your Worst Customer Might Be Costing You Your Best Employee
    1:11 Who Are You Really Protecting?
    4:00 When The Customer Goes Around Your People
    5:28 What Your Worst Customers Are Costing Your Team
    7:37 But It's A Big Account
    10:07 Where To Start This Week
    BR1 is your ONE resource for building a stronger team!
    Website: https://BR1.co
    Contact BR1: https://BR1.co/contact
    Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories
    12 min
  • Can You Coach Someone Into Being a Problem Solver?
    I've never had much patience for "Can we?" when the real question is "How do we?" Now that almost anyone can find an answer to almost anything from their phone, I have even less.
    This one's for owners and managers who keep getting the same questions from the same people. Is problem solving something you can coach, or is it baked in? How long do you keep investing before you call it? And how much of it did your own leadership create?
    Some of it's on them. Some of it might be on you. Either way, it's getting harder to ignore.
    0:00 Can You Coach Someone Into Being a Problem Solver?
    1:30 Why This Matters More Now
    2:51 Same Job, Different First Move
    4:03 Somebody's Carrying It
    4:41 Skill or Wiring?
    6:01 Before You Write Anybody Off
    7:00 How Long Do You Give It?
    7:50 Doesn't It Depend On The Role?
    8:59 Hiring For It
    9:48 Is This Just Me?
    BR1 is your ONE resource for building stronger teams!
    Website: https://BR1.co
    Contact BR1: https://BR1.co/contact
    Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories
    #BR1 #BuildStrongerTeams #ProblemSolving
    11 min
  • 3 Ways to Get Real Peace of Mind Before You Make the Offer
    You've had a seat open for weeks. Then somebody sharp walks in, says the right things, and you leave the interview feeling great. I'd be careful with that feeling. It's usually relief, and relief will approve almost anybody.
    In this episode I get into three ways to find out what you actually know about a candidate before you make the offer: a real background check, a workplace assessment, and one honest opinion from somebody who doesn't need the seat filled as badly as you do. None of them are expensive and none of them are complicated. Most companies skip at least one anyway.
    Fair warning, we sell all three of these at BR1, and I say so up front. You can do every one of them without us, and I tell you how. If you'd rather have help, we're here for that too, whether or not we're running your search.
    Chapters:
    0:00 - 3 Ways to Get Real Peace of Mind Before You Make the Offer
    2:20 - One: The Background Check
    5:03 - Two: The Workplace Assessment
    8:07 - Three: An Outside Perspective
    10:52 - I Challenge You to do This
    BR1 is your ONE resource for building stronger teams!
    Website: https://BR1.co
    Contact BR1: https://BR1.co/contact
    Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/
    13 min
  • Layoffs Don't Fall Out of the Sky. Somebody Made the Call.
    Read enough "impacted by layoffs" posts on LinkedIn and you'd think these things fall out of the sky. They don't. Somebody made a call, usually a year or more before anyone felt it, and the language we've all settled on erases that person from the story.
    In this episode, I'm not going after the people writing those posts. They're job hunting and gracious is the right play. I'm going after the leaders behind "economic headwinds" and "right-sizing," the companies that hire to demand and cut to demand while their careers page promises "family," and the habit of treating jobs disappearing like business as usual with nobody answering for it. I also talk about what seasonal green industry companies quietly get right.
    The real failure isn't the cut. It's the lack of ownership and the insignificant-toned attitude towards layoffs. So if you're the one making growth and hiring decisions, be honest about why the job exists, own it if you have to let someone go, and ask yourself before you say yes to headcount: who pays if I'm wrong?
    Chapters:
    00:00 Layoffs
    00:31 LinkedIn Posts
    01:47 Nobody Catches a Layoff
    03:25 The Part Nobody Says in the Interview
    05:07 What the Green Industry Gets Right
    06:36 So What Does This Have to Do With You?
    07:21 Here's Your Challenge
    BR1 is your ONE resource for building stronger teams!
    https://BR1.co
    Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/
    10 min
  • The Best Person on Your Team Might Be a Pain in the A**
    There's somebody on your team who makes every meeting a little longer. He questions the new rule, argues with the checklist, and wants to know why before he'll do it. A lot of owners file that under "attitude" and start quietly working around him.
    In this episode, Mike Voories makes the case that the person driving you nuts might be one of the most valuable people you have, and that the way most of us decide who's a problem is the least reliable signal available. He walks through the one question that separates a difficult employee from a toxic one, why the brilliant jerk never gets a pass, and what it costs a company when the friction leaves and the quiet sets in.
    If you run a company, Somebody probably came to mind.
    Your challenge this week: pick your biggest pain in the ass and decide, honestly, whether the friction is costing you or carrying you.
    Chapters:
    0:00 The Best Person on Your Team Might Be a Pain in the Ass
    0:45 The Guy I'm Talking About
    2:14 How We Manage Him Out
    3:46 Difficult Is Not the Same Thing as Toxic
    6:07 Why We Get It Wrong
    7:25 What We Hear From the Other Side
    8:16 Your Challenge This Week
    BR1 helps companies recruit and keep the people who make their teams stronger. Learn more at BusinessResourcesOne.com
    #BR1 #BuildStrongerTeams #CompanyCulture
    10 min
  • Your Hiring Process Shows Candidates How You Manage
    A candidate doesn’t need to accept your offer to start learning how your company operates. They see it in every missed deadline, repetitive interview, conflicting description of the role, and unexplained week of silence.
    A careful hiring process is good. An aimless one isn’t. Five interviews may be justified if each serves a purpose. Taking time may be responsible if the candidate knows what happens next. But when nobody owns the decision or can explain what success in the job looks like, your process is teaching candidates what working for you may feel like.
    In this episode, Mike Voories explains how the hiring process reveals your management and culture, why strong candidates may leave before you make an offer, and how to run a clear, disciplined process without lowering your standards or making careless hires.
    BR1 helps Green Industry businesses define roles, attract aligned candidates, and build stronger teams.
    Learn more at: BusinessResourcesOne.com | Your ONE resource for stronger teams!
    Chapters:
    0:00 Your Hiring Process Shows Candidates How You Manage
    0:46 The Process Is Evidence
    2:12 Deliberate or Just Slow?
    4:02 When Friday Comes and Goes
    5:13 Five Interviews Need Five Reasons
    6:57 Can You Explain What Success Looks Like?
    8:02 When Hiring Exposes Internal Confusion
    9:13 High Standards Still Require a Good Process
    10:19 Look at the Process From Their Side
    #BR1 #BuildStrongerTeams #Recruiting #Hiring
    13 min
  • Your Job Description is a List of Scars
    Your job description might not describe the person you need. It might describe every person who burned you before.
    The commute radius. The exact software experience. The number of years required. The bilingual requirement. Each one may have a perfectly reasonable story behind it.
    But there’s a difference between what the job actually requires and the fix you created after the last time something went wrong.
    In this episode, Mike Voories breaks down how job descriptions slowly become a list of scars — and how those old requirements can shrink your candidate pool, extend your search, and sometimes screen out better people for the job.
    The challenge this week: Take the job description for the seat you’re trying to fill and ask where every requirement actually came from.
    If you can name the person who caused you to add it, it may be worth another look.
    CHAPTERS:
    0:00 Your Job Description Is a List of Scars
    0:58 Nobody Writes A Job Description From Scratch
    2:16 It's Not A Need. It's A Fix.
    3:26 A Couple People Said The Drive Was Too Long
    4:20 The Stuff You Could Teach In A Month
    5:42 The Bilingual One
    7:33 So You Want Me To Lower My Standards
    8:58 What The Seat Costs
    9:24 Your Challenge This Week
    BR1 helps companies build stronger teams: https://BusinessResourcesOne.com
    One Resource. Stronger Teams.
    11 min
  • How Good Employees Learn to Be Average
    You can hire a great employee with all kinds of potential—and then spend the next six months teaching them to be average.
    New employees don’t learn the real performance standard from your handbook or onboarding presentation. They learn it by watching the team around them. What gets recognized? What gets corrected? What gets ignored? And what, ultimately, qualifies as good enough?
    In Episode 60, Mike Voories looks at how tolerated underperformance can influence an entire team, why high performance can start to feel like punishment, and why leaders need to examine their own coaching and consistency before blaming the employee.
    Accountability doesn’t require being a hard-ass. Done well, it creates clear, predictable expectations—and eventually a culture where the team starts protecting the standard itself.
    If you’re working to build a stronger team and need help finding the right people to make it better, learn more about BR1 at: https://BusinessResourcesOne.com
    CHAPTERS:
    0:00 — How Good Employees Learn to Be Average
    0:48 — Your Team Teaches the Real Standard
    3:53 — When High Performance Starts to Feel Like Punishment
    6:03 — Before You Blame the Employee
    7:52 — Accountability Without Being a Hard-Ass
    8:42 — When the Team Starts Protecting the Standard
    12 min
  • Why One Employee Quitting Often Causes the Next One to Leave
    When one employee quits, the damage rarely stops with the empty position.
    The work does not disappear. It lands on the people who stayed—longer days, more Saturdays, heavier workloads, and the expectation that they will keep carrying it until a replacement arrives.
    Then, weeks later, another good employee leaves.
    Most leaders treat those as two separate resignations with two different causes. Often, they are the same event. The first employee’s departure created the conditions that pushed the second one out.
    In this episode, Mike Voories explains why employees often quit mentally before they formally resign, how short staffing turns a hiring problem into a retention problem, and why more overtime or a small raise may not solve what is actually driving someone away.
    He also shares the one conversation leaders should have with the employee who has absorbed the most since the last departure—before that employee becomes the next one to leave.
    Chapters:
    0:00 Why One Employee Quitting Often Causes the Next One to Leave
    0:42 The Crew Goes to Two
    2:20 Guy A Quitting Didn’t Come Out of Nowhere
    3:19 He Would Have Told Me
    4:46 The Snow & Ice Management Version
    6:08 Who’s Left?
    6:42 This Week: Do This!
    BR1 helps landscaping, lawn care, tree care, and snow and ice companies recruit stronger teams and build workplaces where their best people want to stay.
    Learn more at BusinessResourcesOne.com
    9 min
  • You Don't Have a Hiring Problem. You Have a Winter Problem.
    Seasonal businesses like snow & ice management don’t always lose good employees because of the labor market or a lack of loyalty. Sometimes, the real problem is much simpler: their employees can’t afford the uncertainty of winter.
    In this episode, Mike Voories explains how off-season income gaps affect retention, limit the quality of your applicant pool, and push dependable employees toward year-round work. He also shares four practical ways owners can create more predictable winter employment—without pretending that keeping an entire crew busy is easy or inexpensive.
    You’ll learn:
    • Why seasonal turnover is often math, not disloyalty
    • How winter uncertainty affects recruiting as well as retention
    • Four ways to reduce the off-season income gap
    • Why a partial solution can still change an employee’s decision
    • The one conversation you should have before fall
    If you want help building a stronger retention and recruiting plan around your operation, connect with BR1:
    Contact BR1: https://BusinessResourcesOne.com/Contact
    BR1 Website: https://BusinessResourcesOne.com
    CHAPTERS:
    0:00 – You Don't Have a Hiring Problem. You Have a Winter Problem.
    1:17 – It's Math, Not Disloyalty
    3:47 – How Am I Supposed to Pay Them All Winter?
    5:33 – Four Ways to Change the Winter Math
    9:18 – Start Now—and Start With One Lever
    10:30 – Solving Winter Improves Recruiting, Too
    #BR1 #SeasonalBusiness #SnowAndIceManagement
    13 min

About Business Resources One

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Join us as we explore the challenges and opportunities that come with leading in today’s ever-evolving workplace. The Business Resources One podcast empowers business leaders with the tools and insights they need to thrive. Whether you’re looking to attract top talent, retain your best employees, or boost engagement across your team, we’ve got you covered. Each episode explores the strategies and solutions that drive success. We'll share actionable tips and real-world examples. Business Resources One (BR1)—on a mission to provide solutions that give business leaders an unfair competitive advantage.