In today’s fast-moving business world, speed and responsiveness can make or break your company. In this episode, Business Resources One (BR1) Founder & CEO Mike Voories breaks down why hiring employees who have a sense of urgency is one of the most important decisions you can make.

We’ll cover:

✅ What “urgency” really means (and what it doesn’t)

✅ How urgency impacts customer satisfaction, team efficiency, and profitability

✅ The hidden costs of hiring employees who lack urgency

✅ How to identify urgency during the hiring process

✅ Building a culture of urgency without sacrificing safety or quality

Whether you’re in the Green Industry — landscaping, lawn care, irrigation, horticulture, arboriculture, or snow & ice management — or leading a company in any field, urgency is a game-changing trait that separates high performers from average ones.

If you’ve ever struggled with slow-moving employees or want to build a team that acts with purpose and accountability, this episode is for you.

👉 Subscribe for more insights on recruiting, retention, and building stronger teams.

👉 Learn more at https://BusinessResourcesOne.com

#BR1 #BusinessResourcesOne #Recruiting #EmployeeEngagement #HiringTips #Leadership

Mike Voories discusses the critical importance of candidate experience in the hiring process. He emphasizes that candidates evaluate job offers based not only on salary and benefits but also on the entire experience they have during the recruitment process. Voories highlights common pitfalls that can lead to declined offers, such as poor communication, disorganized interviews, and a lack of respect for candidates' time. He provides actionable steps for employers to improve their candidate experience, which can ultimately enhance their employer brand and increase offer acceptance rates.

Takeaways:

- Many employers assume candidates decline offers due to salary or benefits.

- The candidate experience is crucial in the hiring process.

- Poor candidate experience can damage an employer's brand.

- Candidates evaluate the entire hiring process, not just the offer.

- Fast and clear communication is essential for a positive experience.

- Respecting candidates' time can improve their perception of the company.

- Personalization in communication makes candidates feel valued.

- A smooth hiring process can outweigh slightly higher offers.

- Investing in candidate experience is a smart business strategy.

- Tracking candidate feedback can help refine the hiring process.

✅ Next Step: If your team struggles with candidate experience—or if you’re losing great hires even when your offers are competitive—BR1 can help. From optimizing your recruiting process to finding candidates most likely to succeed, we work with business leaders to build stronger, more successful teams. Let’s work together to build your stronger team!

https://BusinessResourcesOne.com

Mike discusses the critical issue of unclear success metrics in the workplace. He highlights how many employees are unaware of how their performance is evaluated, leading to frustration and disengagement. Through real-world examples, he illustrates the disconnect between employee perceptions and managerial expectations. Voories emphasizes the importance of clarity in success metrics, outlining the benefits of defined goals and the consequences of ambiguity. He concludes with practical steps for leaders to establish clear success criteria, fostering a culture of alignment and motivation.

Takeaways:

- Most employees don't know how their success is measured.

- Lack of clarity leads to frustration and disengagement.

- Real-world examples show misalignment in success metrics.

- Clear metrics increase motivation and fair evaluations.

- Alignment with company goals boosts employee engagement.

- Unclear metrics lead to wasted effort and high turnover.

- Different managers may judge performance inconsistently.

- Define success clearly for each role in plain English.

- Use measurable metrics and balance them with values.

- Encourage a culture of questions about success measurement.

https://BusinessResourcesOne.com

Mike Voories discusses the critical importance of addressing red flags during the hiring process to avoid costly mis-hires. He emphasizes that many warning signs can be identified during interviews, and hiring managers should feel empowered to voice their concerns. By fostering open communication, both candidates and employers can make informed decisions that lead to better hiring outcomes. Voories provides actionable steps for hiring managers to improve their interview techniques and ensure a more effective recruitment process.

Takeaways:

- A bad hire isn't an inconvenience; it's a drain on resources.

- Many bad hires could be avoided by voicing concerns during interviews.

- Common red flags include lack of enthusiasm and vague answers.

- Hiring managers often avoid tough questions due to fear of awkwardness.

- Addressing concerns early leads to better hiring decisions.

- Candidates appreciate transparency and honesty during the hiring process.

- Open communication creates an environment for informed decisions.

- Review resumes for gaps before interviews to clarify concerns.

- Use open-ended questions to invite discussion during interviews.

- It's better to learn the truth before hiring someone.

https://BusinessResourcesOne.com

Mike Voories discusses the critical role of direct reports in effective leadership. He explores the concept of span of control, emphasizing the balance needed between too many and too few direct reports. Voories provides insights into the factors influencing the ideal number of direct reports, including the nature of work, employee skill levels, and organizational structure. He also offers practical steps for leaders to determine the right span of control and highlights the importance of regular assessment and adjustment in leadership practices.

Takeaways:

- The number of direct reports significantly impacts leadership effectiveness.

- Span of control shapes how leaders manage their time and focus.

- Too many direct reports can lead to overload and reduced availability.

- Too few direct reports can result in micromanagement and underutilization.

- The ideal span of control varies based on work complexity and employee experience.

- Research suggests a span of 5 to 9 direct reports is often optimal.

- Leaders should assess the complexity of work and team capabilities.

- Regular one-on-one meetings are crucial for maintaining strong relationships.

- Empowering employees to make decisions enhances team dynamics.

- Leadership practices should evolve with team and organizational changes.

https://BusinessResourcesOne.com

Mike discusses the significance of morning huddles in enhancing team communication, alignment, and productivity. He outlines the benefits of these short daily meetings, including improved communication, accountability, and morale. Voories also provides practical tips for implementing effective morning huddles, emphasizing the importance of consistency and structure.

Takeaways:

- Consistent communication is crucial for team alignment.

- Morning huddles can improve team cohesion and morale.

- Short meetings can lead to better time management.

- Daily alignment around priorities is essential for productivity.

- Stronger accountability is fostered through verbal commitments.

- Morning huddles help surface roadblocks early.

- They create a space for quick updates and clarifications.

- A structured agenda is key to effective huddles.

- Starting with a pilot can help in implementation.

- 10 intentional minutes can transform team dynamics.

https://BusinessResourcesOne.com

Mike Voories explores the critical distinction between a job and a career, emphasizing how this difference impacts talent attraction, employee engagement, and company culture. He discusses the importance of framing job opportunities in a way that highlights growth, development, and long-term investment, ultimately leading to better retention and a stronger team.

Takeaways:

- The distinction between a job and a career is significant.

- Jobs are often seen as short-term work for immediate financial needs.

- Careers involve long-term growth, development, and alignment with personal goals.

- Employers should focus on building teams rather than just filling seats.

- A career mindset leads to higher employee engagement and ownership.

- Employer branding is crucial in attracting the right talent.

- Job descriptions should highlight growth and advancement opportunities.

- Even if a role is just a job, it can still provide meaning.

- Understanding the candidate's perspective is essential in recruitment.

- The language used in job postings shapes candidate expectations.

https://BusinessResourcesOne.com

Mike Voories discusses the misconception of overtime as a benefit in the current hiring market. He emphasizes that employees prioritize fair compensation and work-life balance over additional hours. Voories explores the negative impacts of relying on overtime, including burnout, decreased morale, and safety risks. He offers practical strategies for reducing overtime dependence, such as better planning, staffing appropriately, and investing in tools and technology. Ultimately, he advocates for creating a sustainable work culture that values employees and promotes long-term success.

Takeaways:

- Overtime is not a benefit; it's a misconception.

- Employees value fair compensation over additional hours.

- Burnout and morale issues arise from excessive overtime.

- Tired workers increase the risk of mistakes and accidents.

- Relying on overtime leads to high turnover rates.

- Better planning and scheduling can reduce overtime needs.

- Hiring more staff can save costs in the long run.

- Investing in technology improves efficiency and reduces overtime.

- Treating overtime as a red flag is crucial for long-term success.

- Offering real benefits is more appealing than overtime.

Need help building a team that performs without burning out? BR1 can help! Let’s build your better team, together!

https://BusinessResourcesOne.com

In this episode, Mike Voories emphasizes the critical importance of hiring the right candidates for organizational success. He discusses the pitfalls of rigidly adhering to job descriptions and the value of assessing candidates for their potential, adaptability, and cultural fit rather than just their qualifications. Voories advocates for a holistic approach to hiring that considers the broader implications of each candidate's unique skills and mindset, ultimately leading to a stronger, more dynamic team.

Takeaways:

- Hiring the right person is one of the most important decisions.

- A bad hire can lead to performance issues and turnover.

- Consider the big picture when interviewing candidates.

- Curiosity, coachability, and adaptability are valuable traits.

- High potential candidates may lack specific experiences but show growth mindset.

- Cultural alignment should not mean sameness.

- Talent is a competitive advantage for businesses.

- Most skills can be taught, but mindset is harder to instill.

- Thinking holistically about hiring requires more effort but pays off.

- Hiring is about finding the right people who will grow with the business.

https://BusinessResourcesOne.com

In this episode, Mike Voories emphasizes the critical importance of training and development in organizations. He argues that neglecting training leads to high turnover rates, decreased morale, and lost productivity. By investing in employee training, businesses can reduce turnover, improve performance, and cultivate a strong company culture. Voories highlights that training is not merely a cost but a strategic investment that yields significant returns, including the development of future leaders and enhanced customer satisfaction.

Takeaways:

- Failing to invest in training is costlier than turnover.

- Training reduces employee turnover and boosts morale.

- Ongoing development keeps employees engaged and loyal.

- A strong training culture fosters trust and collaboration.

- Training improves job performance and customer satisfaction.

- Investing in training develops future leaders from within.

- Training is a strategic investment, not a burden.

- Companies should prioritize training to build strong teams.

- Training helps reinforce core values and mission.

- Make time for training to empower employees.

https://BusinessResourcesOne.com

#BR1 #recruiting #EmployeeRetention #hiring #EmployeeTurnover