Georgia Bikes的动态

????*Haunted tales* about new-hire drivers “ghosting” fleets before Day 1 of orientation abound, especially when Halloween rolls around.????? ? Tell us some fright-fighting stories this year. What have you learned about why drivers vanish into thin air? And what tricks or treats has your fleet successfully employed to keep new-driver hires engaged and excited about your job offer between the time they accept it and their first day of work?? Share your tales of unhaunting the recruiting process below. Also check out this NTI blog post for more tips on improving your fleet’s commitment-to-onboarding percentage: https://bit.ly/3zj75D8.?

All too often, we work hard to recruit someone to work in our school and then abandon them once they’re hired. #SchoolLeadership #EducationalLeadership #PrincipalLife #AssistantPrincipal #SchoolImprovement #EducationMatters #InnovativeLeadership #K12Education #FutureOfEducation #SchoolLeader #Principal #SchoolPrincipal?#ProfessionalDevelopment #LikeABuilder?

I’m thrilled to announce that I’ve started a new chapter in my career as the Executive Agent Support & Training Specialist at Boston Pads! In this role, I'll be focusing on the entire range of responsibilities that I’m truly passionate about: Agent Support and Training: Helping our incredible team of real estate agents with comprehensive training and support to ensure they’re ready to meet and exceed their performance goals. Performance Management: Keeping an eye on key performance metrics like follow-ups, galleries, and ad counts, and making sure our team hits their targets consistently. Training Completion: Ensuring every agent completes their required classes and front desk training so we maintain our high standards of knowledge and service. Backup Support: Stepping in as the second line of defense for all our offices managers, and technical teams, ensuring everything runs smoothly. Process Optimization: Fine-tuning our deal-closing processes and showing procedures to boost agent performance and efficiency. Accelerating Development: Speeding up the ramp-up period for new agents from six months to just one month through targeted training and support. Technical Support: Tackling any tech issues that come up, and working with our managers, BPOs, and tech teams to streamline efficiencies and eradicate inefficiencies. Reporting: Providing detailed status, showing, and feedback reports on major landlords and companies, and offering improvements in accordance with the Maximization of Time Principle. Gathering Feedback: Collecting user experience feedback from agents on our technologies, culture, and systems to create a supportive and productive work environment. I’m really looking forward to working with such a talented and dynamic team. Here’s to new beginnings and the exciting challenges ahead at Boston Pads! #NewBeginnings #BostonPads #RealEstate #AgentSupport #Training #CareerGrowth #Hiring #Closing #Deals #Proptech

Starting a new role can be nerve wrecking... I know as I’ve just begun my journey at Lex & Winkle! Sure, I’ve got the experience but a new company means new surroundings, people, work environment etc. and that can feel a little daunting. But from day one I’ve been welcomed with open arms. I catch up daily with the team, asking any and all questions, because no question is a silly question. Even with experience there is always something new to learn and having a company that prioritises your onboarding makes a world of difference. #Onboarding #LexandWinkle #Newjob?

Why do clients think it’s acceptable to move the goalpost a week before the start date???♂? I had received a phone call from an experienced Safety Manager asking for help as their employment offer had been changed a week before their start date ??. After waiting 4 weeks to start and turning down many offers. The trust in the company has gone out the window ??. It’s impacted them financially. Everyone’s time has been wasted ?. And now they are back to square one. Unfortunately this is not the only time I have heard of someone facing this problem in construction… Moving the goalpost at the 11th hour after an agreement has been made is not the way to run a company. Don’t be surprised if you can’t attract the best talent if that’s the way you treat employees even before they have started. #construction #contract

"Before becoming a teacher, I was the owner of an auto business. One of the many challenges I encountered in that role was finding technicians of any kind. There is an incredible demand for auto techs, collision techs, bookkeepers and other staff, but not enough people to fill those roles. And those jobs are great! In fact, there were times when the techs would make more money than I did as an owner." ???? Kelly Kimerer now encourages his students to consider ALL paths after high school — especially those in high demand that can be started quickly after graduation. Learn more about Kelly and why he uses HirePaths in his classroom: https://bit.ly/3A7NABj.

We believe in creating a workplace where everyone feels supported, connected, and engaged. Our Toolbox Talk sessions give us the chance to come together, share updates, and enjoy a coffee and bacon roll in a relaxed setting. Here’s a quick summary of what we covered yesterday morning: ? We discussed upcoming changes, with some colleagues transferring to Llanw to improve our service to customers. ?? With an increase in vehicle accidents since April, we’re exploring why they’re happening and how we can prevent future incidents to keep everyone safe. ?? Our new repairs system is making things more efficient, and we’re already seeing improvements in our processes thanks to the team's feedback. ?? We provided essential Sexual Harassment training on safety, respect, and the latest changes in the law for all colleagues visiting customers' homes. ?? We’re digging into customer feedback to see what’s working well and where we can improve, with ongoing discussions in one-to-ones and Feedback Fridays. ?? We engaged with the team to get ideas for our upcoming six-month celebration milestone—everyone’s input will shape the day! At Llanw, it's not just about the work—we’re committed to creating an environment where everyone feels heard, valued, and empowered. Want to join us? Check out our latest vacancies! https://orlo.uk/qHomD #SafeAndHappyColleagues #GreatPlaceToWork #HiringNow

I hire for culture first, and skills second. Regardless of the position: - a technician - a specialist - an admin I’m always looking for whether they have the personality and aptitudes that would be a good fit for our culture. - Will they work hard? - Will they treat our clients well? - Will they go the extra mile in service delivery? - Do they love to have fun? Skills are dependent on the position. Some skills are caught on the job, and some skills are taught (meaning they need to know before joining us). For example: an admin isn’t going to have to need a lot of experience or skills pre-hire. A technician on the other hand, better come with the skills and experience to get the job done. Hiring can be difficult, but if you have your values and what you’re looking for determined beforehand, it makes the process so much easier. Do you hire for skills or for culture? If both, how do they relate to each other?

We never locked the doors until THAT day. She shouted "I'm going to GET YOU!!!" to my boss as she was escorted out. Minutes earlier, she was pleading with the head of QA to vouch that she was a "good engineer". Jenny’s firing was a long time coming (not her real name). She was in fact: negative productivity. That is, she dragged down the productivity of those around her. Often, she would approach a teammate with hundreds of lines of spaghetti, then ask "Why isn't this working?" No background, no "this is what I tried", no "I think the problem is xyz", just a blanket "fix my problem for me." When that teammate tried to help, and failed, she would approach the next teammate down the line. Worse still, Jenny had a huge sense of entitlement. She had a master's degree so she automatically felt that she was more senior than the rest of us. Why do I bring this up? Because our off-boarding procedures were HORRIBLE. There were no automatic processes to remove access. There were no step-by-step procedures to follow. We didn’t have any type of physical security. If Jenny did want to get back at the company, she could have easily done so. We were lucky. #firing #offboarding

?? Drag Up Day! ?? Heading to the next project! After a stint in Detroit, it’s time to move on. Storm season opens up new opportunities everywhere, and that means another round of 10-hour or even 2-day new hire orientations for a company and property I’m already familiar with. Seems redundant, right? That’s because it is. There’s a better way on the horizon. With JNCTN I’m working on a faster, more streamlined approach to onboarding. As a union journeyman lineman, I prefer swinging hammers and turning wrenches over filling out paperwork. However, checking boxes, dotting I’s, and crossing T’s are all part of covering companies’ backsides. It’s absurd to surrender 100% of personal data just to work. Why isn’t there a system that safeguards and simplifies this process? Even with a basic understanding, it’s clear that investing in such a system would save both time and money. While I’ll be working 6-7 days a week, 12+ hours a day, I’ll also be advocating for workers' rights to their own data. Finding like-minded individuals to address this waste is challenging, but I hope to soon be presenting solutions and showing how they can benefit companies. JNCTN is almost ready for alpha testing, and I’m excited to contribute to a transformative change—greener, leaner, and more efficient. Until then, I might be quieter as I juggle project demands and family responsibilities. Rest assured, I haven’t given up; just busy keeping the grid running. #OnTheMove #WorkplaceInnovation #DataPrivacy #StreamlineProcesses #JNCTN #FutureOfWork #TechForGood #LinemanLife