Eagle County Government’s Post

🚨 Exciting Talent Alert! 🚨 Are you in the manned guarding and physical security industry? Looking to bolster your team with top-tier talent that can drive your business forward? We have a fantastic pool of candidates ready to make an impact! 🔹 Business Development Managers (BDMs) 🔹 Senior Sales Directors 🔹 Operations Directors 🔹Managing Directors All our candidates bring extensive experience in manned guarding and physical security, with valuable exposure to electronic security. They are seasoned professionals equipped with the skills and knowledge to navigate the complexities of the security landscape, enhance your operations, and boost your sales. Whether you need strategic vision from a Managing Director, operational excellence from an Operations Director, innovative growth strategies from a BDM, or sales leadership from a Senior Sales Director, we have the right talent to meet your needs. Let’s connect and discuss how our candidates can contribute to your organization's success. Don’t miss out on the opportunity to bring in industry-leading expertise! 📩 Reach out to us today to learn more about these exceptional professionals. #SecurityIndustry #TalentAcquisition #MannedGuarding #PhysicalSecurity #ElectronicSecurity #BusinessDevelopment #SalesLeadership #OperationsExcellence #HiringTopTalent

Are you hiring brilliant jerks? 🧐 A fascinating Harvard study highlights how a toxic employee, no matter how productive, can severely damage an organization’s overall productivity. 📉 It’s crucial that we focus on hiring individuals who enhance, not harm, the company culture. We must stop promoting "brilliant jerks"—those who, despite their skills and hard work, create conflict, erode trust, and ultimately drain productivity. 🔗 Read the article here: https://loom.ly/8gR04CM

When does it become obvious that hiring more overhead is not the answer? The more layers means more the labor force has to support and the more productivity they must put out. In the last several years as the older senior workforce leaves it seems the type of productivity has changed. The sense of responsibility making things work even if management was not up to the task the sence of commitment to the job, the sense of pride. Knowing you could be replaced or would be replaced was an incentive to do good. As the atmosphere changes so does the work ethics holding individual accountable for the lack of responsibility from co-workers and management or the co-workers putting pressure on the individual that is doing the job and excelling . Maybe I have a different look at things or maybe having seen it as it is happening. I am or may not be the best employee or example to use but my jobs is my lively hood and what we do is not just dangerous it takes though care responsibility and respect not just for the work at hand but for those whom count on what is done. This seems to be what it's being lost. layers to repair this may actually be what is making things worse. Accountable, responsible, respect, workmanship and loyal with the sense of belonging or being a part of something. Now if one shows responsibility it is either welcomed or used against. As the new pushes out the old so goes in some cases the pride the quality and the type of work and experience not taught or felt is needed to be learned.

If you want operational excellence, you have to hire with excellence. It's the single biggest factor. Nothing else matters as much as the quality of your people. And the standard American hiring practice is not good enough to get great people every time. I know, hiring is hard. And it's been getting harder and harder over the years. (Why that's true is a different post!) But that only makes it more important that you put serious thought and time into your hiring process. There's a lot that goes into a good hiring process--more than I can share in a quick post--but I'll share one now: Don't just evaluate their competence. Test for character, chemistry AND competence. Make sure they're passionate about your company's purpose--you do have that clearly documented, right? Make sure they have the people skills to be a part of a team--this is very different from being an extrovert, by the way. Make sure they have the capacity to learn the job--this is very different than having done the job before. It takes more effort to hire well and it pays off 100x. If you want operational excellence, hire with excellence. Let's help each other out. Most of us know how to test for competence. How do you test for character in your hiring process? How do you test for chemistry?

operations director

Kristyn Berger and Berger HR Solutions share these 3 Signs Your Managers Need Training: 1️⃣You have a superstar employee. They excel in everything they do, work hard, show tremendous effort every day, and are clearly loaded with potential. So, you promote them to a manager. But, they falter. 2️⃣You have a manager who gets the job done – solid, dependable, reasonable, and loyal. But you’re growing and you need to implement new processes, and new systems, and hire new people. So, you ask this manager to help lead these change initiatives. But, they falter. 3️⃣You have a brand new manager you hired from the outside with good credentials who is eager to learn and wants to make a good impression on their team members. You fill them in on performance issues the last manager left unaddressed and ask them to start diving into coaching and performance management to get the team in shape. But, they falter. Do any of these scenarios sound familiar? https://lnkd.in/eGHwdztJ

When it comes to Operational Excellence, there's no secret sauce. It's all about the people. When you hire for OE, you hire for: - Attention to detail - Work ethic - Analytical thinking - Problem-solving skills - Passion to learn But, OE isn't just about hiring. Creating an environment for people to thrive in is critical. - Setting clear expectations - Providing the right tools - Encouraging continuous learning & improvement - Fostering a culture of collaboration & accountability The people make the process. And the process helps the people. It's a virtuous cycle. If you want to drive Operational Excellence, focus on people and process.

2. - Recruiting through Current team members: a. Ensure a unique positive experience regardless the type/title of the job of each team member; then we can have team members share good thoughts and potentially attract others that would like to be part of what you are accomplishing in your business. b. Demonstrate empathy that goes beyond business requirements. As leaders, show your team members that you care about them not only as employees but also as individuals. This approach may enhance the likelihood of team members passing on these positive attitude to individuals outside your organization who may be interested in working with a leader exhibiting such mindset. c. If you are aware that a team member has referred someone, communicate this information to your HR team and ensure that the interview process is followed through accordingly. What best practices are you following?

My thoughts on today’s workforce: As a plant manager I often find myself thinking about the evolution of the workforce and the differences of the modern employee vs employees of the past. Today the workforce presents a dynamic landscape, shaped by technology, globalization, and changing employee expectations. One thing every single employer offers is a pay check. What sets one company apart from the other, ensuring we’re drawing and retaining top talent? Unlike the past where hard and fast rules and guidelines ruled the roost, todays employees thrive on collaboration, flexibility, and adaptability. It’s so important to allow your employees to feel validated, respected, and an actual part of the company. We’ll always have people coming and going, but creating an environment that makes your employees want to wake up each morning and put their best foot forward will pay off ten fold as you grow. Take the time now and invest in your people, I promise you the success will come so much easier. -late night thoughts of manager.