Grocery Supply Company’s Post

Feeling the love today 💖 So thankful to be a part of such a supportive team that encourages me to be the best version of myself. When I first accepted this job as a Staffing Recruiter, I wasn't sure what to expect. Throughout my career as an internal recruiter I was told the grind wouldn't be for me, or I wouldn't like the fast pace because I wouldn't have an opportunity to connect with my candidates. Fast forward one year and I can honestly say, I'm the best Recruiter I've ever been. I use tools and sourcing methods that internal recruiting peers only talked about, but never put into practice. My candidates appreciate the time I take to understand their skill sets, explain the job, and pipeline them for future roles. And I just LOVE working across multiple industries! It also doesn't hurt that everchanging priorities (sometimes by the hour), compliments my ADHD and short attention span. *Oooo something new and shiny!!!* This goes to show you that just because someone thinks something is undesirable for THEM and makes a quick judgement about YOU, doesn't mean they are right or that you will feel the same way. Sometimes, you gotta see for yourself. I'm so happy I did. Cheers to One Year 🥂 Did you know we're hiring?? Join my team as a Staffing Manager or Recruiter and let's reach new heights TOGETHER! #appreciation #anniversary #werehiring Jan A. Davis 〰 Edwin Soriano 〰 Diane Catalan 〰 Luis Mendoza

I am deeply grateful for all the heartfelt messages of congratulations regarding my “ 9 years” at Good Things Guy. However, it’s ridiculosuly funny how we can sometimes find ourselves in a loop of automated responses on LinkedIn. Example (and I am sure this is totally relatable): Person: “Congrats on your work anniversary” Me: “Thank you” Person: “You’re Welcome” Me: “Awesome” Person: “Nice” Me: “👍🏼” Person: “Okay” Me: “Okay” Person: “Thank you”  Person: “You’re Welcome” Me: “Awesome” Person: “Nice” Me: “👍🏼” Person: “Okay” Me: “Okay” Person: “Thank you” You get the point. 😂🤣

How do you recognize your employees? Katie Lantukh gives a great example here... Not only does Katie celebrate Kadelyn Beatty, MBA but she highlights what she does so well. 👏 This is a great example of employee empowerment. Well done Katie & Kadelyn for your great examples to us all. I believe you will have continued success at Murphy Marketing in the next 6 months with approaches like this! #employeeempowerment #employeerecognition #businessgrowth

Need some motivation to kick start your career ? ....this inspirational post from Sophie is a good starting point! The reality is, it's not easy to find your dream job.... and it rarely comes through luck. So, a simple question - do you have a career strategy? It sounds simple, but it is all about being realistic about your capabilities (self awareness), being able to articulate what your ideal role "looks like" and then preparing yourself for it - as the old saying goes, "if you don't know where you are going, you will never get there". The final part of the process is aligning yourself with an organisation who you can "connect" with - their values, behaviours and objectives resonate positively with you - this is what Sophie referred to as "culture", others call it "fit". At ngageconsulting, we have developed a career enhancing process which takes you through everything described above...and much more. We call it the Career Accelerator Program (CAP). Like Sophie's positive experience with Agrii, the CAP will help you clarify what your future could look like and it will challenge, stimulate and, ultimately, prepare you for your next career move .....that might be your first step into management or striving for CEO. The CAP is there for all! So Please DM me or my colleague, Bo Bronserud, to find out more about the CAP. Alternatively, we are more than happy to simply have an informal and confidential chat and please remember....it's good to dream!

Thanks Vibhanshu,

These are the questions we explored with the European senior leadership team of the Prysmian Group (world-leading cable solutions). No one works in a vacuum—not front-line workers who depend on many other people and not senior leaders who co-depend on the alignment between different support functions. Together, we delved into the understanding that operational risk is not a product of a single function, but a co-creation of various corporate functions. For instance, I shared examples from other industries, where sales and purchasing, seemingly unrelated to safety, play an important but often invisible role in risk management: customer lead times affect the planning and may create time constraints leading to adaptations, or the purchasing cost strategy for spare parts may impact the quality of parts, which may fail unexpectedly releasing energy and resulting in an injury. Learning from normal work is not limited to learning from front-line workers but also helps us learn about the challenges we face in different functions and departments. Once we start learning from each other, we can optimise the flow of information and resource allocation, which in turn will impact the reduction of risk related to safety, quality, and operational efficiency (direct and indirect costs). Anna Dynak thank you for the invitation and this wonderful opportunity to join the team. Emmanuelle Marshall

RIP an original thinker. Let me share a brilliant insight from Daniel Kahneman which I heard on the The Economist podcast Boss Class. When he got his team together to develop new thinking and write the book Thinking Fast and Slow he asked them all how long they thought it would take. Estimates coalesced around 18 months. (For those that don't know the book, it popularised the idea of System 1 and System 2 thinking, the basis of much behavioural science.) He then went to the principal at his college and asked how long such projects usually take. He said only 40% ever finished a book and the range was 7-10 years. Which was exactly how long TFAS took to complete. The lesson he took away: don't trust gut instinct! Optimistic planning is usually an inside view rather than an objective outside view, reality checked and based on hard evidence.

So you think work place principles are new and unique to your company? These, along Peter Drucker’s principles are the core of all the latest reworded company “leadership principles “.

One for all, all for one…

The end of each year provides us with time to reflect on our team’s performance and contribution to a well-done year full of successes, challenges, and contribution to our organizations. Time past fast and in some of our industries, measuring performance on a monthly or quarterly basis, my help us forget or missed those ones that have done amazing around us. That is why it is worth performing a self-reflection to ensure all your boxes are covered on recognition: -         Did you recognizing those that have impacted your overall organization performance? -         Did you recognizing those behaviors that will support your organization mission and vision? -         Did you thank those that helped with the successes of your organization? -         Did you start meetings and conference calls recognizing successes and achievement from your team? -         Did you thank your team for their contribution on specific goals, task, or challenges? I believe there is no limits to recognize and thank our people when they are doing an amazing job. I will fail if I put a quota on recognition when people deserved it. Each one of your employees expect acknowledgement of their hard work. Achieving goals could be a team effort, but recognition become valuable when it is done individually. Thank you all for your support and partnership this year, and for allow me to share some of my passions with all of you! Happy Holidays! Daniel Rodriguez