Please join us as we #welcome our newest employee-owners! Claude B. in MD Wesley G. in VA Paul H. in VA Darrin I. in SC Anthony M. in VA Wesley P. in NC Interested in learning about employee-ownership? Click here: https://lnkd.in/g-itbw5P #careers #newemployees
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Regardless of what kind of business you might own or manage, one critical asset to hiring the right people for your team is a well-written job description. Every position on a Pet Butler mobile team has a detailed job description to make hiring easier, training better and extending employee retention! To learn more, watch this quick video or click the link below for in-depth details about this proven business strategy: https://lnkd.in/gZVcYzQm #hiring #teambuilding #traininganddevelopment
Improve Hiring With Written Job Descriptions
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Good Opportunity
Your next career move starts here! We're looking for dynamic professionals to join our team. Apply today and let's grow together! #WeAreHiring #CareerGrowth #JoinOurTeam
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Executive Wellness Coach @ SheerTone | Empowering Healthy Lifestyle Changes | Transformation Expert | Corporate Wellness | Professional Translator | Sales Trainer
Why is your "star" employee leaving your company? Lack of recognition. Unfair treatment. Poor company culture. There are plenty of reasons. But here's the thing: if an employee consistently does great work and never asks for anything in return, I ask you, do not, I will say it again, do not turn a blind eye. Give them the rewards and recognition they deserve. Don't wait until they feel neglected and decide to leave because they weren't appreciated. Man, that neglect is the spark that fuels their departure. Remember this: Employees have options too. If you don't take care of your employees, they will find someone who will. Always. Reward. 🥰🤘🏻 -Angoulan
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A wonderful story! Learn more about the Evergreen Program below.
Meet Darius 👇 He went from washing cars to joining the Evergreen Program and his career has excelled. Darius is now one of our Indigenous Diversity Officers who support our Aboriginal and/or Torres Strait Islander employees and programs such as the Evergreen Program. The Evergreen Program could be a perfect fit for you too if you’re looking for a: ✅ supportive organisation ✅ work/life balance, and ✅ generous salary. ‘My advice is — apply! You'll get support and limitless opportunities to develop skills and grow your confidence.’ Know someone who may be interested? Share this message with them. More info below!
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It's Not Necessarily the Brightest Person Who Gets Promoted in a Job. #CareerAdvice #JobPromotion #WorkLife #OfficePolitics #SuccessTips #BrightestNotAlwaysPromoted #WorkSmart #ProfessionalGrowth #CareerJourney #OfficeLife #PromotionTips #CorporateWorld #ClimbingTheLadder #WorkplaceWisdom #CareerDevelopment
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If you've been following my journey at Team Outsider, you know our mission is to be the most hospitable team in the world. This starts with demonstrating hospitality to our team. However, no matter the thoughtfulness of our communication, the uniqueness of our offerings, or the purposefulness of our vision, we cannot succeed if we are unable to meet the basic needs of our team members, which is dependent on the totality of the systems and technology we use to onboard, hire/rehire, record hours worked, and process payroll. It's way more fun to focus on the glitter: team building, personal & professional development, org planning, performance, tools & trainings. But no amount of glitter can hide the dirt underneath, which in our case is the pain points that exist in our current people operations systems & technology. Our commitment is to urgently remove the dirt so we can get back to the glitter. Will you help us get there? In return, we promise to share what we learn!
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What works for us and what <should> work in the White House: Don’t work for or hire anyone who cannot be questioned. Don’t work for or hire anyone who says “I’m the expert” Don’t work for or hire anyone who belittles their employees in public, using terms like stupid, suckers, losers, pigs, “the worst <insert role> ever” Don’t work for or hire anyone who shares corporate proprietary documents with competitors. Don’t work for or hire anyone who throws a hissy fit when things don’t go their way. Don’t hire or work for anyone who has a ton of criminal and civil lawsuits pending. Don’t work for or hire anyone who denigrates and bad mouths the company. Don’t hire or work for anyone who is tasked with a project and keeps saying “I’ll let you know where we are in 2 weeks” and never produces. Don’t hire or work for someone who goes on vacation constantly leaving the work to pile up. Don’t hire or work for a liar. No surprise none of “his best people” won’t endorse him. -Lisa Sandonato
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Amber shares professional advice on how to handle terminations in your work history. This challenging topic can be addressed positively, preparing you for your next opportunity that's a good long-term fit. #hiring #nowhiring #opportunity #career
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If by perfect companies mean ready to be a partner in the role (lateral move), that's true because it's efficient. As employees with goals or ambition, we can't rely upon or wait for an employer to dedicate resources to meaningful (credentialed, upskills training), much less succession planning, as common sense as that may be. The best advice I've been given to combat this mindset is to look at the requirements and qualifications of people in the roles you aspire to fill and see what you can do to build those experiences into your current work, role, or volunteer (board, club, civic organization) opportunities. The reality is that we must be our own advocates!
The highest level of LinkedIn strategy. Clients include Series A/B SaaS firms, YC-backed startups, and 8-figure marketing agencies.
We onboarded a new team member. And right after we signed, she told me: "I’m single with twin infants and might need a break to help them sometimes.” The reason she waited to tell me? She got passed over for other jobs because she's a new mother— Even though she was fully qualified for the work. She couldn't confirm it, but knew potential employers assumed she wouldn’t be as productive as someone with no young kids. Sadly, I wasn’t surprised. But I told her, "As long as the work is done on time, I'm fine." Could be 2 babies or 10 — didn’t matter. And guess what? Months went by… And she proved to be highly efficient— Meeting (and beating) all her deadlines. She juggled life with twins and still delivered top-notch work. So here’s my take: People shouldn’t feel the need to hide their paternal status from employers. Because being a parent isn't being a liability... It's being human ... and with just as much of a right to work as anyone else. Because honestly: As long as good work is done on time, what else matters?
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