the Offer with Michael Glinter

The #1 Rule any company should live by is if a customer complains, let them.  It doesn't necessarily make them right because they are complaining and trying to tell you how to do things. However, the last thing you should do is tell them they are wrong!
 
 I recently had a bad experience with a big retail corporation.  This episode will open your eyes to a lot of things. Most importantly, how do the people where you spend your money treat you!  I realized from this experience that sometimes you need to look at the other guys like Sam's Club, BJs, or even Amazon to realize you aren't getting the best prices, value, and customer experience!
 
 Hold on to your hats; this one is a doozy!

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Lester Young

I admit it. I have been one of those people reluctant to work with ex-offenders under the assumption that once trouble – always trouble. However, my mindset has changed over the years.  I am pleased to have Lester Young on my show today to humanize people on the other side and why we need to realize the value of people that have decided to head down the path of being a productive members of society

I’ve realized that our society often sets up those released from prison for failure through a myriad of barriers to re-entry. These barriers include employers that are unwilling to take risks on those with criminal records and landlords who are reluctant to make housing available. On the regulatory side, many professions from hair stylist to massage therapist to tattoo/piercing artist have licensing requirements that prevent those with a criminal record to obtain them.

On top of this, many people with a criminal background have a significant debt load in the form of Legal Financial Obligations (LFOs), which impacts their ability to pay for rent, transportation, child support or other basic necessities. It is no wonder that we have such a high recidivism rate.

We need to realize and recognize the need for change!

GUEST INFORMATION
Lester Young
[email protected]
https://www.linkedin.com/in/lester-young-b1b6a0106/
https://path2redemption.org/

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Edward Turner

We are desperate for drivers.  However, are we really using the right approach to solve this problem?
 
Edward is a MILLENIAL who became a BUS DRIVER, and Now he is a Transportation Leader paving the way on the next generation of drivers!   We as a country have to re-think the way we approach the transportation industry.  For over 50 years it's been an old school white male-dominated industry that on average is between 57-63 years old.  This HAS to change. 

Edward takes a look at both the Bus Driving industry, but also drivers, in general, to help us see a new way of thinking to get these roles filled.  Edward will walk us through several approaches on hiring, retaining, and growing younger people to be the Transportation LEADERS of tomorrow.

GUEST INFORMATION
Edward Turner
[email protected]
https://www.linkedin.com/in/edward-turner-b5bbb2b7/

GLINTER SOCIAL MEDIA AND CONTACT INFO
 Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website) 

Special Guest - Victor Holove
 
 People are quitting at the highest rate in decades, even when they don’t have other employment options.  If we do not start trying to understand why this is happening, what employees are unhappy with, and what we can do to change the workplace culture – it will continue.

Victor Holove joins the podcast today to bring solutions to the workplace turnover issue.   He has employed employee-centric engagement strategies to address the very issues driving our employees to up and quit!  His focus on giving employees will help employers handle what they are doing wrong and what they can do better.

Guest Information
Victor C. Holove, PHR
https://www.linkedin.com/in/victorcholove/

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Francine M. Baccarella
 
Please Note: Listen all the way through, toward the end Francine talks about some AMAZING ideas on retaining her people!

Francine brings a very unique perspective to labor shortages, hiring, and retention.  Francine has 20+ years PEO Leadership providing HR support services to small companies around the country.  Francine provides some deep insight into how she handles hiring and staffing even within her organization and some creative ways she has retained people!!
 
GUEST INFORMATION
Francine M. Baccarella
Chief Operating Officer at Congruity HR
[email protected]
https://www.linkedin.com/in/francine-m-baccarella-05b44730/

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Abby Quesnel (Olinick)
 
Everyone is trying to figure out a way to fill jobs.  The reality is that we are entering one of the largest labor shortages in our country’s history.   Companies are now faced with many decisions on how to fill gaps in their organization and what they can do to keep their employees happy while meeting the demands of the business.  Many people don’t realize that there is an additional 1.5M US citizens unemployed today who are looking to get back to work in many cases. We call them the “forgotten” employees. 

I have brought Abby to my show today to tell us her story.  A story that will open your eyes to many people right down the street from us can add tremendous value to the workforce.  This podcast will help you realize the value of PEOPLE.

GLINTER SOCIAL MEDIA AND CONTACT INFO
Michael Glinter - Host
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Jeffrey Luft, Supply Chain Expert, and Consultant
 
 A few months ago, economists generally thought that the bottlenecks across US supply chains, shipping, and the labor market could all be explained by "temporary" factors caused by the pandemic. Still, the reality now appears to be that supply chain bottlenecks have deteriorated instead of easing. This has happened because the supply chain problem goes way beyond Covid, $600 stimulus checks, and who is in the White House.
 
 The real problem has to do with LABOR SHORTAGES that were predicted 10 years ago and are being caused by a MASSIVE generational gap between Baby Boomers and Generation Xers.  Due to lack of labor, everything goes up from cost to production, the cost to delivery, and shortage of finished goods, creating price increases to supplement the lack of unit sales.
 
 Jeff brings a technologically adept supply chain and logistics leadership with significant hands-on experience in strategy, development, and implementation of global supply chain solutions. He has led global manufacturing, logistics, and supply chain programs, in North America, APAC, Europe, and MEA. Jeff has extensive global experience working with diverse cultural practices, navigating complex regulations, and identifying and implementing opportunities to streamline supply chain processes to improve efficiency, increase sales, and reduce expenses.
 
 Jeffrey Luft
 [email protected]
https://www.linkedin.com/in/jeffreyluft/

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

Special Guest: Lauren Winans

We can't find people.  The labor market is dry.  Job vacancies go unfilled.  Those in the workforce are being thrown higher and higher wages just to get employees to work for them. Since labor costs are higher, companies are passing that cost to the consumer.  This is why everything is so expensive!   What about that car you can't get because there are none available?  It starts with manufacturing.  Lack of raw materials. Global shortage of chips. If plants don't have labor, then production goes down. When production goes down, there is less product.  Ultimately, making it HARDER to get the product and driving prices UP! 

 This season on the offer, we will be talking about how to solve this problem!  How can we address the issue of labor shortage? Starting with today!  We will start by talking about WHY we have a LABOR SHORTAGE dispelling many of the NOT FACTUAL reasons for the cause.  We will also dig into the fact that this is going to be a LONG TERM shortage.  

Lauren Winans, CEO of Next Level Benefits, will join me today to discuss how employers respond to the new reality.   

GUEST INFO
Lauren Winans
Chief Executive Officer
Principal Consultant
Next Level Benefits
Email: [email protected]
Website: www.nlbenefits.com
https://www.linkedin.com/in/laurencwinans/

Lauren Winans - Bio
Lauren Winans is the Chief Executive Officer and Principal HR Consultant for Next Level Benefits, an HR consulting practice offering clients access to HR professionals for both short-term and long-term projects. With 20 years of human resources and employee benefits experience, Winans possesses a deep expertise of HR best practices and what resonates with employees. She founded Next Level Benefits in 2019, offering HR teams access to former corporate HR professionals on-demand when they need them most. 

GLINTER SOCIAL MEDIA AND CONTACT INFO
[email protected]  (Email)
http://bit.ly/michaelglinter (Podcast)
https://www.linkedin.com/in/michaelglinter/ (Linked In)
#MichaelAGlinter (Twitter)
http://www.facebook.com/michael.glinter (Facebook)
https://www.youtube.com/c/MichaelGlinter (YouTube)
www.michaelglinter.com (Website)

About Next Level Benefits
Next Level Benefits is a certified women-owned business providing HR consultation, freelancers, and project managers for your team. Each team member has at least 20 years of corporate HR experience from such companies as American Eagle Outfitters, Ariba, Ascena, Citigroup, GNC, Hess, IBM, Levi Strauss, Netflix, TBC Corporation, and U.S. Airways. Led by Lauren Winans, Next Level Benefits temporarily fills in the gaps on your team.

Next Level Benefits can help develop sustainable HR strategies to align your company’s brand, mission, and organizational goals. They can create HR communications plans that educate and engage as well as provide HR consulting. They can fill in gaps and partner with existing teams to accelerate progress, assess current processes, develop roadmaps, and draft HR process manuals to train your existing staff. Next Level Benefits can lead planned or unplanned projects such as new vendor implementations, audits, and M&A activity.

Michael is back! He spent the last several months traveling the US to see what the country had to offer.  During his journey’s he learned about many struggles on finding people for work or getting people back to work.  In this episode, he shares some of his experience, talks about hiring in small-town America, and introduces us to the coming season!  

Do not forget to subscribe, like, share, forward, and review!

GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 http://bit.ly/michaelglinter (Podcast)
 http://www.linkedin.com/in/michaelglinter2 (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter (Facebook)
 https://www.youtube.com/c/MichaelGlinter (YouTube)
 www.michaelglinter.com (Website)

Special Guest – Tina Brinkley Potts
    
Tina Brinkley Potts is an award winning author,  strategist, online marketing trainer, and  high performance coach. Coaches, consultants, experts and small business owners from over 70 countries watch and apply Tina’s video trainings and strategy sessions to grow their businesses and careers to expert status. Tina’s expertise includes creating client attraction systems that integrate your desired lifestyle and personality and so they can chart their unique path to the dollar amount they desire. When she serves on boards, she facilitates two distinct areas of improvement: Automation and diversity and inclusion. She is willing to have the hard conversations to create thriving cultures and profits. For more information about Tina, visit tinabrinkleypotts.com
     
 Today's Podcast Perspective

• Revisiting Episode from April 30th which touched on Racism
• Isn't Inclusion supposed to stop separation of minorities
• You can't present absolutes. Getting By-ins
• Talking broad - messages get lost
• Bringing up Slavery when talking about D&I is not fair and should never be used
• There are no absolutes - It is all gray
• Diversity in the Boardroom - Not being a Token
• Working your way up to the Boardroom like everyone else
• People should be promoted based on how they achieve goals not what you see
• White Privilege - Many are born into privilege, BUT it's all races, sexes, backgrounds.  It's not just white people
• White Privilege can also be used to benefit YOU but that doesn't mean you allow it
• Roles can be reversed.  People of Color can also discriminate against white people
• D&I - Perception is King.  We need to be willing to talk about perceptions
• What are we doing wrong as it pertains to D&I programs?
• Stop the Absolutes!
• Boardrooms - Barriers for Minorities
• If you present a solid reason to be put on a board, they should bring you in
• Are the barriers - generational?
• Why do they keep minorities from getting into the boardroom, what's causing the barriers?
• Can we change what society has bred older generations to be / the way they are conditioned 
• -Isms are still real - the responsibilities are on each person to make the right decisions
• How do we help companies realize and realign on what D&I programs are meant to be 

 GUEST INFORMATION AND SERVICES!
 Tina Brinkley Potts
 Keynote Speaker | Online Marketing Trainer | Online Course Development | Coaching Business Development 
 https://www.linkedin.com/in/tinabrinkleypotts/
 http://tinabrinkleypotts.com/
 
 GLINTER SOCIAL MEDIA AND CONTACT INFO
 [email protected] (Email)
 https://bit.ly/michaelglinter (Podcast)
 http://www.linkedin.com/in/michaelglinter2  (Linked In)
 #MichaelAGlinter (Twitter)
 http://www.facebook.com/michael.glinter  (Facebook)
 https://www.youtube.com/c/MichaelGlinter  (YouTube)
 www.michaelglinter.com  (Website)