You are listening to Trinity employments player, matchmaker podcast, starring your host, and the co-founder of Trinity employment specialists. Cory Minter. Hello. Welcome.
Come back to the A-player matchmakers. We’re always trying to find different ways to advise job seekers and employers. And the title of this podcast is really just crisis creates opportunity. And how can we capture that opportunity as employers? Um, and as companies trying to really not just survive, but thrive in the middle of coming out of the COVID crisis, you know, we’re, we’re now most companies are now bouncing back from this ridiculous COVID disruption. Some aren’t, some are doing great as much as we could talk about how unnecessary the whole thing was or is, or could be if now we’ll stop that. But it’s now brought companies the biggest opportunity to successfully recruit top performers. And it’s, it’s really important for people to just start looking at this and realizing now’s a great time to be looking at employees. You know, uh, every major crisis does two things across this creates unexpected problems with our great Industrial Staffing Tulsa.
For sure. We all got those. And if you’re out of problems, come see me. I’ll lend you some of mine, but a number, the second thing this does is it creates unprecedented opportunities. And many companies really jumped on this as an opportunity. Some, some of those things that companies jumped on were not opportunities I wanted to see necessarily for, for example, now Walmart closes at nine o’clock. It doesn’t stay open 24 seven. I don’t know how that helps cry. Uh COVID but they sure used it as an opportunity to stop selling during inopportune times during low-profit times. But a crisis also has a rare side effect of bringing intense clarity to an organization. And this crisis may be able to get you to open up your mind as to what you need to narrow your focus on. Maybe you need to redeploy some of your team members in other areas for a more solid level of Industrial Staffing Tulsa. Maybe you need to close a department. Maybe you need to reallocate dollars or just expenses, you know, approve certain projects or can certain projects. You can also try to eliminate fluff. You know, some people use this crisis to get rid of, of employees that needed to probably not be there any longer.
These practical, nuts, and bolts type of thoughts, they can help your company get laser-focused and get it back on what really matters. Um, because most C most people see problems, but if you want to be a great leader, you’ve got to address the problems and then find the opportunities and then seize them. It’s really important that leaders are able to do this. Um, a crisis can also create financial opportunities. You may see a need for your company that is uniquely qualified for something that you’re doing, that you can fill. Um, you may get a new idea for a business. I know that one of the things that I tried, I tried to create software in the middle of this. I didn’t, it didn’t work out, but, I had the time to try. I’d always wanted to try it. So I really activated that. But as a leader, you can look for financial opportunities and business needs and you’re able to respond quickly for the best Industrial Staffing Tulsa around. This doesn’t mean you’re trying to take advantage of a crisis in a bad way. It just means you’re trying to make good financial decisions that put you in a good position so that the people that are in your organization thrive
If, but you know, many, many employers were forced to furlough and even lay people off, but at a huge level, you know, they’re there for a short while we had unemployment rates that were through the roof and right now coming out of it, there’s, it’s a great time to upgrade staff. And, you know, although the opportunity to do that with PPP money is no longer there. Uh, there, there still is an opportunity to really seize, um, because employers or employees are still they’re open to new opportunities like never before, um, hiring a player makes a significant difference to your team’s performance. And they’re out there now, high performing employees have three things in common talent, high engagement, and generally, they have over 10 years of experience within a company that’s according to Gallup, according to UNC business school organizations with highly engaged employees had an average of three-year revenue growth, 2.3 times higher than companies whose employees were engaged at an average level with a great level of Industrial Staffing Tulsa.
Um, this came from gallops and, uh, Queen’s school of business disengaged workers had 37% absenteeism, 49% more accidents and 60% more, and defects rut row shaggy. That’s not what we want. Um, according to this, to this stat, actively disengaged employees cost the US 450 to 550 billion per year in lost productivity. It could have even been higher than that. Um, but, uh, to quote the great, great theologian Ferris Bueller from Ferris Bueller’s day off, um, w he said, life moves pretty fast. And so does the ALP opportunity to capture the incredible opportunity. A-players uh, today alone, we sent, we sent out, uh, some, uh, some medical assistance to one of our medical facilities, and we’re like, listen, you better get back to us today. This person is already going to get a job. All right. So our, our customer got back with us later in the day.
Cause right now it’s four 30. They got back with us at three 30. We sent this at about eight 30 in the morning. We said, listen, this person’s going to go so quickly. All right. It’s uh, at three 30, when they finally reached out, the person had already found a job, a players go quickly, um, and highly engaged teams show much greater profitability with a great Industrial Staffing Tulsa service. So what can we do about this? What can we do? Um, well, I want to, I want to bring in, uh, some truths about a and B players. Um, but first, you know, uh, about Steve jobs on it, tell a little quote here and a little story in his quest for the best Steve jobs left us bits of wisdom about how to hire and retain the best talent in his book, Leading Apple with Steve Jobs and author and former Apple, senior vice president, Jay Elliott, he details his former bosses strategies for hiring and what jobs called a list player.
Um, and in here, J Elliott wrote, I noticed the dynamic range between what an average person could accomplish and what the best person could accomplish was 50 or a hundred to one, given that you’re well-advised to go after the cream of the cream, a small, this was a Steve Jobs quote, a small group of A-plus players can run circles around B and C level players. Um, facts about Steve jobs, he and his top executives never compromise the talents and qualifications required of their employees. Steve Jobs believed that hiring was the most important thing he did. He managed all of the hirings for his team. He never delegated it. It, he personally interviewed over 5,000 during his career. And, um, you know, from my standpoint, players do three main important things for our clients. And I tell all of our clients this all the time, players do an average of one and a half times to two times the work of B and C level players.
Um, number two, players stay longer within organizations. And so when we’re able to find a players for our companies, they, the employees stay there. It eliminates our service. And number three, players hang out with other A-players and they will eventually recruit other people that are also a players over onto your team for truths about distinguishing the difference between a and B players, a player owns both good and bad outcomes. B players have a laundry list of excuses for why they’re not performing. This is just general knowledge, a players try something new or different to correct their course when things aren’t going well, B players stick right to their comfort zone. They never make adjustments. These are just traits as you’re interviewing them to just look for number three, a players excite and motivate other people around them. B players require motivation with our great level of Industrial Staffing Tulsa today. It’s really super important to pay attention to these things, especially when you’re checking references and number four, a player’s work to understand the ins and outs of their business and B players know just enough to get the job done. And so you’re always looking for these people, pay attention to some of these ideas, painting some of those thoughts about a players versus B players. And I hope this helps you in looking for a players, trying to fill your team during this unprecedented opportunity that we have right now. If Trinity can help you in any way with your staffing, give us a call at (918) 622-2588, or you can visit us firstname.lastname@example.org.