The Ōnin Group

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.

People don't quit their jobs; they quit: Low pay Low bonuses Bad managers Toxic workplaces Micromanagement Limited career progression And when I say "people," I'm including your top talent —those whose exit could significantly impact your costs in recruitment, training, and missed opportunities. So leaders, if you want to keep your stars, don’t just manage—mentor. Consider their professional development, well-being, and job satisfaction. Here's how: 1. Foster a positive, inclusive workplace culture. 2. Tailor roles to play to employee strengths, boosting job satisfaction. 3. Focus on outcomes over processes to minimize micromanagement. 4. Schedule regular 1-1 meetings to ensure they're happy and engaged. 5. Value their input by actively listening and implementing their feedback. 6. Encourage ongoing education through training and mentorship programs. 7. Support cross-functional projects to expand their skill sets. 8. Regularly review salaries and provide fair compensation and bonuses for their achievements. 9. Ensure transparency and maintain open communication. 10. Provide the necessary tools and technology to facilitate their work. 11. Support their career ambitions with development plans they can own. 12. Invest in their overall well-being with wellness and mental health programs. Employees will prioritize a company that prioritizes them. Do you agree? And the list doesn’t end here; I'd love to hear any strategies you might add. ♻️ Repost to spread the message. Follow me for more insights on building your company culture.

Recognizing employees should be the norm, not the exception. It's sad to hear so many describe feeling valued at their company as if it’s a stroke of luck. This sentiment reveals a harsh reality:  too few companies prioritize what should be a standard practice. When employees excel in their roles,  they enhance your company and your projects. Why then, is it a struggle for so many leaders to simply express gratitude? A "thank you" or "You're doing a great job" costs nothing but can mean everything. Employees who feel valued are  not only more confident and goal-oriented,  but they also deepen their commitment to your company. Statistics back this up:  80% of employees are more productive when they feel appreciated  (source: Forbes). So, leaders, make feeling appreciated the norm, not the exception. Here's how: Highlight success stories in meetings or through company emails. Acknowledge continuous efforts, not just final outcomes. Ask about their recent achievements they’re proud of. Say thank you regularly, even for the smallest acts. Actively listen to your team's ideas and feedback. Give awards or bonuses for big achievements. Remember, when your team thrives, so does your business. Agree? Disagree? ♻️ Repost to spread the message. And follow me for more insights on building your company culture.

We're so excited to introduce you to our 2024 Summer Interns! Courtney Bell is our Marketing Intern who recently graduated from Auburn University. Lindsey Collins is our P&C Intern and she is a student at Samford University. Gemma Dillon is our Chicago-based Sales Intern and she is a student at Purdue University. Luke Hunsberger is one of our Trussville-based Sales Interns and he is studying for his MBA at the University of Alabama. William Rainer is our National Accounts Intern who is a student at UAB. Luke Stamba is our Accounting Intern who will graduate from University of Alabama this upcoming December. He plans to continue there for another year in the Master's of Accountancy Program. Cade Wilson is another one of our Trussville-based Sales Interns and he is also a student at the University of Alabama. We can't wait to watch them grow & learn from our experts here at The Onin Group. #OninGroup #OninInternships

Reminder: True diversity includes age. Let’s take a lesson from Chandler Bing in the iconic TV show Friends. After quitting his high-paying job in statistical analysis at 30+, he started anew as a copywriting intern alongside much younger peers. Despite the generation gap and his struggle with "kid language," Chandler brought something invaluable to the table: Life experience, maturity, and an adult perspective. This narrative struck a chord during my tenure in the HR industry, reinforcing the crucial lesson: Valuing diverse generational insights fuels innovation. Because every age brings a unique view that can lead to breakthroughs. That's why at Ōnin, we're challenging outdated assumptions that label older candidates as too expensive and less adaptable, while dismissing Gen Z as lazy and unambitious. Remember, New York operates 3 hours ahead of California but that doesn't slow Californians down. Similarly, age doesn't define capability. Barack Obama retired at 55, while Donald Trump embarked on a presidency at 70. Everyone moves at their own pace. So our commitment at The Ōnin Group is clear: We judge no one by the speed of their journey but by the skills and experience they bring to our clients. Age, after all, is just a number, not a measure of capability. Take a look at the framework I've shared below on how to integrate age diversity into the workplace. #DiversityInAge #workforcedevelopment #recruitment P.S. Follow me for more insights on human resources.

We love it when people kickstart their staffing careers with us! 🌟 Why? Because we are passionate about nurturing and preparing professionals who embody a heart of service, an entrepreneurial spirit, and a strong work ethic to succeed at Ōnin. Our dedicated Learning and Development team has crafted programs to help individuals launch fulfilling careers, empowering them to make a meaningful difference in the lives of others within the staffing industry! Today, we’re excited to welcome Juan to our team! With a decade of sales experience in supply chain and logistics, Juan is ready to dive headfirst into the staffing industry. His expertise and fresh perspective are sure to make a significant impact. Join us in welcoming Juan as he embarks on this exciting new journey! #staffingcareer #careerdevelopment #staffingindustry #careergrowth #careerjourney

#1 Silent Killer in Your Company: Employee Burnout When employees are exhausted: ➨ Their productivity drops. ➨ They start looking for a better place ➨ They might have work accidents from losing focus. All of them lead to huge costs for your company. For those in the manufacturing sector,  the stakes are even higher. With young people preferring desk jobs,  we're already struggling to fill vacancies. So, what should we do? Create an environment that: Offers flexibility Supports employees Aligns with their values Meets their job expectations We must ensure every day at work is fulfilling. ⤷ To enable flexible work arrangements:  • Offer flexible working options  • Adopt technologies that facilitate flexible work  • Allow employees to adjust their schedules if needed ⤷ To create a supportive environment: • Regularly ask how you can help.  • Conduct regular one-on-one meetings.  • Implement recognition programs with constructive feedback. ⤷ To ensure a strong job-person fit:  • Encourage open discussions.  • Implement strengths-based recruitment.  • Encourage job crafting and redesign of the SOW. ⤷ To create alignment of work values: • Clearly describe the company's values.  • Involve employees in value-driven discussions. After years as a marketing manager  at the largest staffing agency in the US,  I've seen firsthand (both in our team and with our clients): 𝐿𝑒𝑎𝑑𝑒𝑟𝑠 ℎ𝑎𝑣𝑒 𝑚𝑜𝑟𝑒 𝑖𝑚𝑝𝑎𝑐𝑡 𝑜𝑛 𝑡ℎ𝑒𝑖𝑟 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒'𝑠 𝑚𝑒𝑛𝑡𝑎𝑙 ℎ𝑒𝑎𝑙𝑡ℎ  𝑡ℎ𝑎𝑛 𝑡ℎ𝑒𝑖𝑟 𝑑𝑜𝑐𝑡𝑜𝑟 𝑜𝑟 𝑡ℎ𝑒𝑟𝑎𝑝𝑖𝑠𝑡. So simply by being a good boss,  you can address many of your team’s issues, including burnout. P.S. Follow me for more insights on workforce development, HR, and more.

One type of discrimination that needs to end in Marketing hiring: Age Discrimination. As the Marketing Manager at one of the largest staffing agencies in the US, I've seen firsthand the unfair labels often placed on candidates during the hiring process: "𝑂𝑙𝑑𝑒𝑟 𝑐𝑎𝑛𝑑𝑖𝑑𝑎𝑡𝑒𝑠 𝑤𝑖𝑙𝑙 𝑏𝑒 𝑚𝑜𝑟𝑒 𝑒𝑥𝑝𝑒𝑛𝑠𝑖𝑣𝑒, 𝑙𝑒𝑠𝑠 𝑓𝑙𝑒𝑥𝑖𝑏𝑙𝑒, 𝑎𝑛𝑑 𝑢𝑛𝑎𝑏𝑙𝑒 𝑡𝑜 𝑘𝑒𝑒𝑝 𝑢𝑝 𝑤𝑖𝑡ℎ 𝑛𝑒𝑤 𝑡𝑟𝑒𝑛𝑑𝑠." Because of this, many seasoned professionals find it difficult to secure new roles in marketing. However, here's a truth from my experience:  Like-minded marketing teams maintain, but diverse teams innovate. Because: • There are more generations in the consumer market today,  so you need a team with diverse insights to meet that demand. • Cross-generational learning is real.  Gen Z brings creativity and innovation,  while seasoned professionals offer expertise,  strategic frameworks, and deep knowledge. Merge these strengths, and you have an unbeatable team. For the first time, companies may have  5-6 different generations working together,  from industry veterans in their 80s  to high school teenagers starting their first internships. Instead of seeing this as a 'problem' to solve,  we should view it as an opportunity to foster learning, inject fresh perspectives, and build our competitive edge. Here's how:  Encourage open discussions,  Form cross-generational teams Promote learning & collaboration across different age groups. More importantly, it enhances job satisfaction,  giving employees more reasons to stay longer. P.S. Follow us for more insights on HR marketing and more.