Jessica Sorsby MSA CASC’s Post

Thrilled to see the positive impact we're making at RENÉE VINCENT Executive Placement. Here's what our valued client, Donald (Don) Polite - CMO, has to say about his experience. Ready to start your journey to operational excellence? Message me and let's talk about it. #successstories #testimonial #transformationstory #customerexperience #HireBetter #ExecutiveSearch #RenéeVincentExecutivePlacement

This week, a hiring manager returned to me a year after our recruitment collaboration.   To be honest, the immediate reaction in my head was “Oh no, the candidate has left already” 😨. It had been a tricky role to fill and I had supported the hiring manager in making a bold decision.   So when I actually read the message, I went from feeling worried 😟 to relieved 😌 to proud 😍.   Relieved because the manager shared that the hire – here one year after – had proven to be the right choice. The person exceeded all expectations and was doing really well in the role.   Proud because the hiring manager honored my professional support by sharing this with me. For me, a rewarding process is when the collaboration with the hiring manager is built on trust and when I can have an honest discussion about worries, challenges and hopes. And then completing the process is almost like saying goodbye to a friend.   Getting this message was a great reminder to me never to miss the opportunity to acknowledge other people who support you in reaching your plans and goals.   My acknowledgment 🙏 goes to my great team at SlaterConsult whom I can turn to when I am in doubt and need to discuss difficult decisions.   Who would you send your acknowledgment to today? #teamspirit #kudos #acknowledgement #recruiting

Quality career problems & negligence/Gaps such as 1) Neglecting feedback implementation and continuous improvement 2) Avoiding collaboration with others Department . 3) Overthinking What others pitfalls you seen / encountered in Quality career?

Trust me, No one can stop you from becoming a top performer in your job. . . . If you focus solely on your work. Just fulfill your roles and responsibilities, maintain basic hygiene in your work, involve the trust factor, and witness the magic. You don't need to do much, just focus on completing your assigned responsiblities. #TopPerformer #FocusOnWork #RolesAndResponsibilities #TrustFactor #WorkMagic #AssignedTasks #ProfessionalExcellence #CareerSuccess

Ran a workshop with a great group of Account Managers… We opened the brief a little on the challenging conversations they have the most. They then roleplayed them with the tools we helped them choose. The result? Mutually beneficial outcomes, and confidence in their real conversations for next time. The result for me? Wonderful satisfaction that we can help in times of need. Whichever aspect of careers, there can always be a pressure situation waiting in the wings #beadaptable #begrowth #toughconversations

Please take the time to #congratulate our region’s newest #branchmanager, headed up 87 North to our Latham Branch…   Patric “Patty Gunz” Guerra   Pat started his career in Area U at 24H3 in May of 2018! He quickly became a standout with his personal #performance and his team player mentality! During a year and half time at H3, Pat was an Area MVP 4X, Top 10 14X, Top 3 3X, and qualified every month as an #managementtrainee and #managementassistant! During his time at H3, the team posted their 3/6/12 month #customerservice scores ALL OVER 90+!   Pat was then #promoted to #assistantmanager for the Beacon location in 24CC. Showing great #flexibility and #leadership by searching for #promotions even outside of HH! Pat continued his #consistency as a top performer in his new role, being qualified all 5 months there. His team had the #1 Net Other in the region for 3 straight months, while again posting 90+ Customer Service score!   Pat, like many others, had to deal with the crazy COVID world, and really did tell the story of #resiliency! Pat was told “no” on several interview attempts and then was a part of the COVID challenges with staffing being lessened. Pat was 100% on board with coming back home as the Assistant Manager at 24H3, where he had great success. Pat has been in his position for just over 3 years now, and has many success stories added to his resume. He also has a unique story where he was in for 7 Branch Manager interviews over this timeline, and could have given up after being told no several times. Pat remained #disciplined, #positive in his thinking, and #resilient. He also ensured that his performance was continue to climb, where some would let it drop. He helped aide in over 10 skill/grill, 4 AM Promotions, multiple intern converts, 20 to 40% DEG in back to back years, all while remaining qualified as an Assistant every single month. He and his H3 team currently hold an outstanding 90/89/90 3/6/12 Customer Service score while increasing Net Profit by 42%!   An unbelievable story of sticking the course and believing in your path!   Pat would like to thank Rich Asner, Barry Gray Jr., Mark Gunsch, and his H3 team!   #Congrats again Pat! Welcome to the Capital and we are excited for your continued success! #iwork4em #iwork4enterprise #ijustgotpromoted #igotpromoted

I’ve had every type of supervisor. The micro-manager, the absentee, the credit-thief…there really is no shortage of management style. In every chapter of my working life, the most consistently productive supervisors have been those that give expanding fences. I’m very thankful to have the latter as I start my career in litigation. This type of supervisor gives parameters and instruction without dictating the exact method of execution. Allowing me to run with a project lets me find the limits of my knowledge and approach with questions on how to overcome them. Communicating the “why” along with the “how” motivates me to do my best on my smaller portion with the larger goal in mind. The reward is in the expansion of the work I’m enabled to do and the pride of having gained new skills without being shamed, but taught, through my missteps. Keep giving your new hires expanding fences. Let us see what we are capable of, rein us in when needed, and encourage us to keep pushing past our internal limits. This isn’t the first time I’ve had the pleasure of working with someone who fits this mold, but I can certainly say the benefits drive my engagement, confidence, and make me want to learn more.

I vomited a ton of words into a post that LinkedIn upchucked on, I’ll ask these 2 questions from that post: ❓Is your IT department aware of this turnover rate? 💡What do your departments do to mitigate this turnover?

Part 2 - Reflection and acknowledgement: Homer - My first boss at a fortune 100 company. I was technician level when he told me that if you want a career and profession, get your masters degree and certifications in IH. After being young and hardheaded for a year, I took his advice. My income doubled upon completion of my masters - good advice. Executive VP Mentor - I was in the management development process when he told me, 'If you are a white male, aged 50, and not the head of your department, be prepared to be laid off'. When I was not interviewed for the corporate director position, I took his advice and began a five-year plan to start my own consulting company. It actually took seven years to become a successful consultant - but it was good advice.

Higher Management may not know what is happening at ground level. Generally higher management is in direct contact with appropriate Heads of Departments. And It may happen that these Heads may not report the correct matter to the Higher Management. It may happen that Higher Management is provided with Wrong/False/Misguiding information. In that case just take Appointment of MD/CEO and meet them with solid proofs if you are grieved. Just represent your Grievance to your MD/CEO. To tolerate "Adharma" is also "Adharma". If needed expose the heads before MD/CEO. Every company needs good employees. But it may happen that good employees are leaving due to Grievance due to Heads and Management is completely unaware about it. Just meet once the MD/CEO before taking decision of quitting the job. Please note that if you are right in your place you do not have to fear from anyone. This is Kaliyug and remember all people will not be bad but at the same time all people will not be good. You have to fight for your own justice. Remember more you tolerate and more will come to tolerate. It may happen that some lower standard people will sacrifice you for their own advantage/security. AS DESCRIBED IN BHAGAVAD GEETA FIGHT FOR THE JUSTICE.