The Ōnin Group

All generations are dealing with workplace burnout—not just Gen Z. They are simply the first to openly discuss it. After years in the recruitment industry, we've observed burnout across all ages and professions. A McKinsey report indicates that one in four workers experiences burnout, with 75% feeling workplace stress. Plus, the COVID-19 lockdowns, layoffs, and ongoing economic inflation, which have escalated living costs, have led to unprecedented uncertainty for workers. People are now seeking multiple income sources to secure financial stability. The trade-off is increased burnout. This is especially true for Gen Z and Millennials, who form the backbone of the labor force. Check the attached file for detailed insights into employee burnout. Much like cakes burnt to a crisp from excessive heat, workers' mental health is scorched by the pressure. So, what's the solution? → A more flexible work shift. That's why Onin launched oninflex.com. For our Teammates, we allow them to choose their own schedule, receive Ōnin's generous benefits package, and collect next-day pay. On the client side, we customize our approach to fit each unique operational model, managing scheduling, coordination, and payroll seamlessly. Through these measures, our Teammates remain happy and stay with us for a long time. If you want a flexible staffing solution to reduce your employee burnout, DM us. We're recognized as one of the:  > Largest staffing firms in the U.S. by Staffing Industry Analysts,  > Best Staffing Firms to Work For by the Birmingham Business Journal > Best Place to Work by the Nashville Business Journal. #staffingsolutions #staffingservices #manufacturing #workforcedevelopment

How did we get 16 million views and 10,000 leads in just one campaign? By keeping it simple. Originally, our messaging was overloaded with jargon —phrases like "your next career steps" and other forgettable terms. It sounded nice, but it missed the mark. Our audience—high-opportunity candidates, often not from middle-class backgrounds —didn't connect with that language. They needed something more direct, something that spoke to their core needs: increasing their income. So, we stripped everything back to one straightforward, impactful message: 𝐒𝐭𝐨𝐩 𝐦𝐚𝐤𝐢𝐧𝐠 𝐦𝐢𝐧𝐢𝐦𝐮𝐦 𝐰𝐚𝐠𝐞. Just that. Nothing more. This message: Pinpoints the audience’s key pain points Speaks to them directly Uses their language Shows exactly how we can help All are conveyed through a single, relatable sentence. And it worked wonders, as the numbers show. So, the takeaway? If you want to make a big impact: Do your research thoroughly. Identify the most pressing pain point. Then, express it in the simplest message possible.

The staffing and HR industry is growing rapidly, and that's exciting. This growth doesn't just mean that more opportunities are being created for people; it also means that more companies are committed to treating their employees and prospective employees better. Why? Because they are actively seeking help to: Develop comprehensive training programs for career progression Craft enriching employee experiences and robust benefits Implement flexible hours and shift work options Adapt to evolving employment and labor laws Enhance support for employee well-being Build a diverse and inclusive workplace For those of us in the industry,  this means an exciting journey lies ahead with more opportunities to connect, to empower, and to make a real impact. If you're looking for a standout partner, DM us at The Ōnin Group We're not just one of the largest staffing agencies; we're a top workplace where we do things differently, and that makes a difference. P.S. Thank you to The Insight Partners for your invaluable insights.

Leadership is all about the impact you make, not just the titles you hold. If your employees come to work wondering, "How can I stay true to myself and still be taken seriously?" you might be creating the wrong kind of impact. Because if your team members feel they must perform like  they're in a live-action role-play to be respected, they're left with no room to express their true selves  or share insights from their unique experiences —key ingredients for the team's success. So, leaders, here’s how you can create an inclusive workplace  where everyone feels heard and eager to contribute: 𝗕𝗲 𝗔𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 Show your real self to your team:  your struggles, weaknesses, and what you’ve learned. 𝗩𝗮𝗹𝘂𝗲 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗜𝗻𝗽𝘂𝘁 Actively seek out and appreciate perspectives from employees with different backgrounds or skills than yours. 𝗙𝗼𝘀𝘁𝗲𝗿 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 Promote teamwork among diverse staff. 𝗘𝗻𝗴𝗮𝗴𝗲 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 Ask questions of all team members and encourage meaningful discussions. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗔𝗰𝘁𝗶𝗼𝗻𝗮𝗯𝗹𝗲 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 Offer clear advice and follow up on team members' suggestions. 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗙𝗮𝗶𝗿𝗹𝘆 Ensure that hiring and promotions are merit-based and free of bias,  ensuring equal chances for everyone's success. 𝗥𝗲𝗱𝗲𝗳𝗶𝗻𝗲 𝗥𝘂𝗹𝗲𝘀 Consistently update policies to better suit team dynamics and make sure every voice is heard 𝗧𝗿𝗮𝗰𝗸 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 Set up systems to monitor and report on the progress of diversity  and inclusion goals across departments. Remember, a team that doesn’t feel listened to won’t speak up. And if they don’t, you’ll overlook both opportunities and challenges in your workforce until it’s too late to address them. Agree? Disagree? Our friend, Carin Sampson, offers excellent insights on inclusive work environments in our latest podcast. I’ll post the link in the first comment for those interested. Come back later and tell me what you think. ___ For more valuable content, follow me, Shane Minor. Click the 🔔 button to stay updated on my latest posts.

Join us in congratulating Caroline Horton and Erik Futral for earning their Negotiation Mastery Certification from Harvard Business School! 🎓 Their achievements reflect the growth opportunities available through Ōnin’s Empowerment Tuition Reimbursement program. At Ōnin, we believe in investing in our people because when one of us succeeds, we all rise together. Erik and Caroline's commitment to growth truly embodies our core values. We can't wait to continue to watch these two continue to develop their careers! #ŌninCulture #TeamSuccess #Empowerment #CareerDevelopment #EmployeeGrowth 

One competitive edge that places Amazon at the forefront of eCommerce? ⤷ 𝐓𝐡𝐞𝐢𝐫 𝐥𝐨𝐠𝐢𝐬𝐭𝐢𝐜𝐬. The company has invested heavily in infrastructure and robotics to speed up deliveries. In 2023, Prime Service hit a record, delivering over 2 billion items to members worldwide within a day or two. (And it's rumored that they are planning even more advancements for next year.) This speedy delivery has become the company's hallmark, setting them apart from cheaper rivals like Temu or Shein. Customers know they can get what they need from Amazon, FAST. But what's the bigger picture here? Logistics isn't just a behind-the-scenes player in eCommerce anymore; it has become central to the entire customer experience. (And I'm not surprised here—who wants their product delivered late or damaged?) But clearly, not every company can afford to replicate Amazon's vast infrastructure. So, what's your move if you're running a smaller operation? ⤷ Analyze your own numbers to identify opportunities for optimization. On our recent podcast, Bill Canady shared a great example of data-driven leadership. Instead of clinging to the goal of having to ship the product within 1 day —which, it turns out, created more burden for internal shipments, inventory, and facilities—63% of their shipments took a week to reach customers. They analyzed their data, did the math, and simply changed their KPI from 1-day shipping to 2-day shipping. The result? They closed 20 US sites, shed half a billion dollars in inventory, and more importantly, kept their promise while minimizing costs. So with logistics, align ambition with your capabilities. P.S. 𝑊𝑎𝑛𝑡 𝑚𝑜𝑟𝑒 𝑔𝑟𝑒𝑎𝑡 𝑖𝑛𝑠𝑖𝑔ℎ𝑡𝑠 𝑙𝑖𝑘𝑒 𝑡ℎ𝑖𝑠? Check out our podcast here: https://lnkd.in/exmkspq4 Featuring visionary leaders, for visionary leaders.

🌱 At Ōnin, we believe in the power of making a difference through our Seeds Initiative! Recently, we had the privilege of supporting Exodus Ministries, an incredible organization that has been uplifting mothers and their children for over 30 years. Connecting with our community is at the heart of what we do. By partnering with organizations like Exodus Ministries, we not only touch lives but also help our local communities thrive. Together, we can all create great opportunities, foster growth, and build thriving communities! #CommunityImpact #ŌninSeedsInitiative #ExodusMinistries #Empowerment #ThrivingCommunities

Are high-quality healthcare services draining our budget —and ultimately, our profit? What if I told you that better health could actually enhance productivity and, by extension, profitability? At The Ōnin Group, we've turned this possibility into a reality with our urgent care, which includes FREE telehealth doctor services. Many might argue that telehealth doesn't always work. But the reality tells a different story. It reduces time, costs, and the complexities typically associated with traditional healthcare. Consider the productivity losses linked to unwell employees —now think of the savings when they can access immediate care without leaving their home or office. By eliminating travel and wait times, telehealth ensures your employees are treated promptly and return to work faster. Here's a telling quote from the Harvard Business Review that sums up the advantages neatly: If 30% to 40% of in-person specialist visits in the U.S. were replaced by telehealth consults, 𝑡𝑒𝑛𝑠 𝑜𝑓 𝑏𝑖𝑙𝑙𝑖𝑜𝑛𝑠 𝑜𝑓 𝑑𝑜𝑙𝑙𝑎𝑟𝑠 𝑎𝑛𝑛𝑢𝑎𝑙𝑙𝑦 𝑤𝑜𝑢𝑙𝑑 𝑏𝑒 𝑠𝑎𝑣𝑒𝑑. Did I miss anything? Let me know in the comments. P.S. Want to hire our exceptional teammates for your projects? Send us a DM. We are honored to be recognized by: 𝐒𝐭𝐚𝐟𝐟𝐢𝐧𝐠 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐀𝐧𝐚𝐥𝐲𝐬𝐭𝐬 as one of the largest staffing firms in the U.S., 𝐁𝐢𝐫𝐦𝐢𝐧𝐠𝐡𝐚𝐦 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐉𝐨𝐮𝐫𝐧𝐚𝐥 as one of the best staffing firms to work for, 𝐍𝐚𝐬𝐡𝐯𝐢𝐥𝐥𝐞 𝐁𝐮𝐬𝐢𝐧𝐞𝐬𝐬 𝐉𝐨𝐮𝐫𝐧𝐚𝐥 as a top place to work. #staffingsolutions #staffingservices #workforcedevelopment #recruitment

An often overlooked retention strategy ⤵ Company Culture Consider this: When you walk into work, do you feel: Alone and unnoticed? Intimidated and stressed? Disrespected and overwhelmed? You're at work for 8-10 hours a day —often more than you spend with family or friends. It's no wonder that a negative atmosphere is a common reason people quit. But turnover comes with significant costs. Check out the picture below to see the details. So, leaders, want to save costs and grow your business? Want more motivated, happier employees? ⤷ Give them a reason to stay. Build a culture that motivates them, one united by a common goal. In the manufacturing industry, where many are configuration workers, achieving this consensus might seem daunting, right? Here’s where you start: with their supervisor. The impact of your so-called corporate culture largely depends on who supervises you. In other words, the quality of your work life might just boil down to whether you drew a long straw or a short one on your first day. Given the current shortage of human resources in the U.S. manufacturing industry, most companies can't afford to lose anyone due to poor supervision or a bad cultural fit. So prioritize culture. Ensure every employee feels they are part of the team. Train them to extend this spirit to the configuration workers they oversee. It takes time, but the results are worth the effort. Otherwise, you'll face greater costs down the line. P.S. Follow me for more insights on building your company culture.

A company's culture isn't just about the paychecks. Amazon is learning this lesson the hard way. Recently leaked documents, as reported by Engadget, suggest that Amazon's management is worried it might run out of people to hire by the end of the year. The core issue? Amazon's notoriously harsh working conditions. The founder, Jeff Bezos, reportedly promoted this ethos. He believed that longer-tenured employees would become complacent and less productive. To avoid what he called a 'march to mediocrity,' Amazon aims to cut the bottom 6% of its performers annually. This contributes to one of the world's highest turnover rates, with figures hitting 150% annually (source: New York Times) And most choose not to return (I'm not surprised tho). Let's do a quick math: With 1.5 million employees and a 150% turnover rate, Amazon cycles through about 2.25 million workers every year. This results in more people leaving annually than the total number employed at any point. And the fact is, not everyone meets Amazon's stringent hiring standards. This means, Amazon is rapidly depleting a labor pool that isn't easily replenished. This underlines why cultivating a culture where employees feel valued is essential. Even at a behemoth like Amazon, which offers competitive salaries and benefits, employees are walking away, never to return. So, what does this mean for smaller businesses with less to offer? I think the message is loud and clear. P.S. Follow me for more insights on building your company culture.