Kenny Goad’s Post

Step 1: Commit to disruption. Step 2: Assemble your team to make it happen.

If you've ever said "you'll be drinking thru a fire hose" You're gushing in lost operational output So what that you have all your SOPs documented So what that you hired 640 of the best rockstars If you put the new hires to work on Day 1 You're likely cutting a lot of corners Even though FedEx had a 3-day training program It was OBVIOUS in the Terminals that DIDN'T follow it Think about the BEST job you've ever had Why was it the BEST job you've ever had? Bet it had something to do with Orientation Yes the part where it's the honeymoon phase And it's a similar experience to buying a house You are signing paper after paper, no time to read Why should you This is THIS COMPANY They do this ALL the time This is STANDARD paperwork Until ALL of it is used against you Well, you signed this 3 years ago So you KNEW what you signed up for That's deceptive, underhanded, and foul Take the time There is a LOT to cover And there is a way to get floor time the first few days without new hires feeling deserted I say the ideal orientation is 3 to 5 days 5 days if your REALLY got your stuff together Because that means you will Orient on a Monday From 24 years of experience Monday is "always a busy day" But that's mainly by YOUR choice Orientations work BEST Starting on Tuesday or Wednesday It should be a progressive experience We will watch videos 1-5 then verify documents I9 - Forms You will meet So-and-So We will watch videos 6-10 Then we will do tax documents Followed by videos 11-15, then direct deposit We will then observe directly on the floor How these videos apply in real time to the job you will perform When you do this for 3 to 5 days It gives the new hires time to absorb and apply the newly acquired information I don't understand what there is to dispute about it Why put so much time into hiring rockstars to give them an inhospitable welcome? Hiring 640 Rockstars is only part of the equation Keeping 640 Rockstars starts on Day 1 Orientation is YOUR first impression You'll never get a 2nd chance Make it count How? I offer a complimentary 30-minute discussion to walk through what that looks like for you. Getting Warehouses MORE thruput using the SAME hours. #strategy #business #creativity #innovation #xpandurangeamotion

"We worked with Sarah and the [Gallagher] team on doing the job levelling exercise. That actually was sneaky important. The value that's delivered was kind of quite sneakily under the radar in terms of actually it's really transformed our business. It hasn't just allocated 1,600 colleagues to one of seven job levels. It's actually provided a structure for everything.”   In the video below, we have the opportunity to listen to John Hamilton, Chief People Officer at Bellrock, as he discusses the significance of job levelling in ensuring fair pay structures within their organisation.   Want to learn more? You can listen to the full webinar here: https://lnkd.in/d8y3nJHQ   #JobLevelling #FairPayStructures #EmployeeBenefitsUK #BusinessStructure

"We worked with Sarah and the [Gallagher] team on doing the job levelling exercise. That actually was sneaky important. The value that's delivered was kind of quite sneakily under the radar in terms of actually it's really transformed our business. It hasn't just allocated 1,600 colleagues to one of seven job levels. It's actually provided a structure for everything.”   In the video below, we have the opportunity to listen to John Hamilton, Chief People Officer at Bellrock, as he discusses the significance of job levelling in ensuring fair pay structures within their organisation.   Want to learn more? You can listen to the full webinar here: https://lnkd.in/d8y3nJHQ   #JobLevelling #FairPayStructures #EmployeeBenefitsUK #BusinessStructure

If you've ever said "you'll be drinking thru a fire hose" You're gushing in lost operational output So what that you have all your SOPs documented So what that you hired 640 of the best rockstars If you put the new hires to work on Day 1 You're likely cutting a lot of corners Even though FedEx had a 3-day training program It was OBVIOUS in the Terminals that DIDN'T follow it Think about the BEST job you've ever had Why was it the BEST job you've ever had? Bet it had something to do with Orientation Yes the part where it's the honeymoon phase And it's a similar experience to buying a house You are signing paper after paper, no time to read Why should you This is THIS COMPANY They do this ALL the time This is STANDARD paperwork Until ALL of it is used against you Well, you signed this 3 years ago So you KNEW what you signed up for That's deceptive, underhanded, and foul Take the time There is a LOT to cover And there is a way to get floor time the first few days without new hires feeling deserted I say the ideal orientation is 3 to 5 days 5 days if your REALLY got your stuff together Because that means you will Orient on a Monday From 24 years of experience Monday is "always a busy day" But that's mainly by YOUR choice Orientations work BEST Starting on Tuesday or Wednesday It should be a progressive experience We will watch videos 1-5 then verify documents I9 - Forms You will meet So-and-So We will watch videos 6-10 Then we will do tax documents Followed by videos 11-15, then direct deposit We will then observe directly on the floor How these videos apply in real time to the job you will perform When you do this for 3 to 5 days It gives the new hires time to absorb and apply the newly acquired information I don't understand what there is to dispute about it Why put so much time into hiring rockstars to give them an inhospitable welcome? Hiring 640 Rockstars is only part of the equation Keeping 640 Rockstars starts on Day 1 Orientation is YOUR first impression You'll never get a 2nd chance Make it count How? I offer a complimentary 30-minute discussion to walk through what that looks like for you. Getting Warehouses MORE thruput using the SAME hours. #strategy #business #creativity #innovation #xpandurangeamotion

I love to have lunch with candidates. It is an integral aspect of our hiring strategy. Why, you may wonder? It allows me to observe their punctuality, professionalism in introductions, and interactions with the team and service staff firsthand. These are all key indicators of how they interact with you and your team. #getontheplane

"We worked with Sarah and the [Gallagher] team on doing the job levelling exercise. That actually was sneaky important. The value that's delivered was kind of quite sneakily under the radar in terms of actually it's really transformed our business. It hasn't just allocated 1,600 colleagues to one of seven job levels. It's actually provided a structure for everything.”   In the video below, we have the opportunity to listen to John Hamilton, Chief People Officer at Bellrock, as he discusses the significance of job levelling in ensuring fair pay structures within their organisation.   Want to learn more? You can listen to the full webinar here: https://lnkd.in/d8y3nJHQ   #JobLevelling #FairPayStructures #EmployeeBenefitsUK #BusinessStructure

Recognising that acknowledging difference and adapting one's behaviour to accommodate and leverage difference are two different things is a fundamental for leaders who want to achieve great things. However, we humans are typically creatures of habit and adapting our behaviours does not always come easily. Our consulting practice helps leaders to grow their skill set and build high-performing teams.

We’ve been doing this Brightside Collective thing for less than a month now, and already? Well, we’ve learnt a lot. Let’s just say that. Apart from navigating new biz ownership and ALL THE things that go with it, we’ve found that the many businesses we’ve met with and plan to meet with in the new year have people + talent problems outside of recruitment that we ACTUALLY have the power to help solve. Like getting the right eye balls on ad-copy and then the right people to apply is hard yakka. We know that first hand. But we also have a few good recipes up our sleeve that we reckon can help many businesses change the way they attract the right talent. Now is most definitely not the time to be talking about all of this. We get it. But next year? We’ll be ready and rearing to jump in and help solve things that you never imagined recruiters could fix. Imagine that! So let's get something booked for January.... [email protected]

Calling all CREW-St. Louis members! Did you see the plans for the New CREW Circles kickoff? This event will be the launch for the NEW 2024 Circles being rolled out. Listed below. Architecture/Interiors Environmental Accounting Engineering Asset Management #networking #relationships #crewnetwork #stlouis #growthmindset #circleofinfluence