Debbie Campbell

Stay in POSITION…!!! To invite God's blessings, it is important to maintain a position of faith. This means that you must position yourself to receive the blessings and favor that have been released on your behalf. To do this, you must first believe that it will happen and receive this word with faith. To establish this faith, it is recommended that you develop daily habits of prayer, worship, and regular, consistent time spent in meditation and stillness. By doing so, you will be better able to connect with God and receive his blessings and favor in your life. You are more powerful than you think! #dmaclifecoach

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Your soul and energy deserve to be protected—especially from places, people, or situations that don’t serve you. It’s not just about walking away; it’s about knowing what’s worth your time and what’s not. Sometimes, letting go is the best way to find your true path. Remember, you don’t owe anyone an explanation for prioritizing your well-being. Choose spaces that nourish your growth, and distance yourself from those that drain it. It’s a tough choice, but it’s always the right one. #ANickPerspective #Growth

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"Use it, or lose it."  It's a shame this principle can also apply to staffing budgets, which are about more than numbers; they are about making sure your department can afford the resources it needs to succeed. My approach focuses on creating tailored solutions-- and I've worked with hundreds of clients to create custom plans for incoming strategic hires that need to be paid for NOW. Send me a message. We can talk through how I can help you kickstart 2025 with some confidence. Or we can just chat for 10 minutes and talk about our dogs. #Hiring #TalentStrategy ThinkingAhead Executive Search Jessica Gurley (who has a birthday today) Stephanie Maas

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No solutions nor creativity nor innovation nor animal spirits only mudslinging makes one wonder? You have, what is considered, not even a viable candidate running. You have been running this country since 1932, almost 3/4 of the time up to present. All you did for all these decades is take our country almost as far back as before the Revolutionary thing with losses of freedom, liberty, pursuit of happiness and against the Constitution fiat currency. Our taxes are not represented even 1% from or for We the People. And you continue letting millions of unvetted aliens into our country giving them our currrncy. You have destroyed the monetary system which has been on life support since 2008 because of your inactivity and always incorrect actions. You have an invisible corpse in the WH. So out of what 325 million citizens living in the US, you pick Dumb and Dumber to lead our country off another side of the mountain. Great job DemOCraps!

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I have a story to tell that doesn’t have a happy ending. A large manufacturing company promoted an employee to manage a second shift production line. They were selected because they understood the manufacturing process. The employee came from their facility in Mexico, no experience working in the United States. Things did not go well: ▶ They micromanaged the production team ▶ They belittled employees for perceived or real mistakes ▶ They put zero effort into getting to know their team or building trust Turnover increased almost immediately. Production quotas weren’t met. What went wrong? Bad hire? Or zero onboarding? ▶ The new supervisor knew nothing about the culture at the US plant ▶ They had never managed a team, did not have the skills ▶ They did not know how to build trust ▶ They did not know how to lead Unsurprisingly the supervisor did not succeed in their new position. Both the company and the employee “lost”. The company had to cover the costs of turnover and reduced production, and the employee lost their job. It didn’t have to end this way. The employee would likely have been a good supervisor if: ⏺ The company had a comprehensive onboarding process ⏺ The new supervisor’s progress had been measured and celebrated ⏺ The employee received soft skills training, such as communication and feedback ⏺ The manager had recognized this new supervisor’s challenges and mentored them Have you lost a supervisor or middle manager due to lack of onboarding or training? Check out my profile to schedule a discovery call - I can help! I founded and successfully exited two staffing companies over the last 37 years, now I’m helping CEOs solve the skill gap and grow their middle managers. Follow @cathrynbaker for insights and inspiration.

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You're LinkedIn'ing Wrong! If you're "selling" on LinkedIn posts. XYZ company helped a company in the healthcare industry fill 18 roles in a matter of days, completely changing their trajectory for the year. Are you a healthcare company that needs help too? Reach out to me and we'll help change your trajectory too! Do you know why this post has little to no value? The same reason you're completely unexcited when you accidentally answer the phone or door for a roofing salesperson (sorry roofer friends). Because your intention wasn't to buy something. You're not keen on being sold. And so your resistance immediately goes up. Sales is a relationship business. Everyone would agree with that. So who is it that thinks that a relationship is going to start with company mass marketing pieces shared on LinkedIn? Marketing departments, not salespeople. And not me! #RaiseTheRoose

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Are you a happy person? I am typically. I got a great life to be thankful to God for. Sometimes I am over caffeinated & happy and well that is just a ridiculous combo for me 😜 I apologize if you have witnessed it first hand. #sorrynotsorry Back to the topic at hand…. Happiness is not just a fleeting emotion; it has a profound impact on our mental state and overall well-being. It is a state of contentment, joy, and satisfaction that brings immense benefits to our lives. Happiness plays a critical role in our mental health. 🧠 📊 Did you know that happy people tend to live longer? Insert Elle Woods quote here 😂 Individuals who report higher levels of happiness have a 35% reduced risk of premature death compared to those who are less happy. 😱 Y’all we need to embrace happiness and add more years to our lives! Let’s talk healthy workplaces 🥁 🌞 The impact of a healthy workplace environment on our mental well-being cannot be overlooked. When we feel valued, supported, and engaged in our work, it contributes significantly to our happiness levels. 📌 Companies with strong employee well-being programs experience a 31% increase in productivity. Let's strive for workplaces that prioritize the mental health of their employees, fostering a positive and thriving atmosphere. 🙌 📌 Employees who feel happy at work are 12% more productive. By cultivating a positive work culture, we not only boost productivity but also enhance job satisfaction and overall happiness. 🚀 "A joyful heart is good medicine, but a crushed spirit dries up the bones." - Proverbs 17:22 ✨ 👆🏼 reminds us of the profound connection between happiness and our well-being. It emphasizes the importance of nurturing a joyful heart, as it brings healing and vitality to our entire being. Let's embrace happiness as a powerful tool for our mental, emotional, and spiritual growth. #wednesday #wednesdaypost #happiness #joy #joyful #mentalhealth #positivity #wednesdaywisdom #HappinessMatters #MentalWellbeing #HealthyWorkplaces #JoyfulHeart #SpreadPositivity #business #workplace #staffing #headhunter #sales #salesrecruiter #smallbusiness #faith #faithful #christian

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If I was leading HR at a large Manufacturer, here's how I'd  tackle high turnover to make sure we hit production targets: 1) Understand why people don’t *want* the job. It’s not that there are no people out there, it’s that they have better alternatives: - Average manufacturing job: 40+ hours per week, traditional shift work, no flexibility, low pay ($14-18/hour). - Average gig job: Flexible hours, self-managed, wider pay range ($10-22/hour). People are piecing together multiple gig jobs because they would rather opt for work-life balance and flexibility.  - 36% of the workforce is currently using gig opportunities as their primary or secondary source of income. (Gallup, Statista, & Upwork data) They treat the typical manufacturing job the same way.  Get hired, work 3-4 weeks, miss too many days, point out, start someplace else. 2) Acknowledge the hard truth.  Manufacturing has a 39% annual turnover rate, according to the Bureau of Labor Statistics.  It’s obvious why most people would go with the average gig job rather than work at your manufacturing or distribution site. So, you have 2 options:  - You can compete with gig jobs OR  - Stick with your old approach and wonder why you can’t find workers. The one major advantage you have over gig work is the opportunity for career advancement.  There's no supervisor position at DoorDash. But first, you have to offer flexibility to get them in the door. 3) Design a better, more flexible work environment. More specifically: - Increase starting pay to at least $18-20/hour.  - Make overtime voluntary. People want to work overtime to earn extra cash; they just don't want to have to work it every other week.  - Give a minimum of 8 hours/month of unpaid time off. - Give people the ability to drop, change, and swap their shifts  - Create half-shift schedule options (2 x 6hr shifts, along with 12hr shifts) Now add cross-training and upskilling to that, and you have a job offer that REALLY stands out. 4) Outsource the function to simplify the process To de-risk this change, I would “incubate” it at one site using an external workforce. That way, we can test it without completely changing all of our internal HR policies. Over the past seven years, @MyWorkChoice has helped 50+ manufacturing companies build modern and flexible workplaces. For example, we helped GE Appliances fill their shifts by over 93% and consistently hit production targets. Anything I’ve missed?

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As an advocate for an inclusive culture at work, it is important to remind ourselves that we all need to take ownership to create an environment for people to bring their whole self to work. Since 2015, I have learned that to achieve true diversity and inclusion in the workplace, we cannot exclude faith. For those that have embraced bringing your whole self to work including your faith, this new book on leadership could be a guide on how we bring the principles of our faith into leadership roles at work.

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“We’re hiring 20 production people a week just to keep up with the number of people who leave.” Here’s the hard truth – Companies don’t have the leverage to make people work the way they did 10 years ago, and workers know it. Plain and simple. Don’t believe me? Pull up Indeed and type in “entry-level manufacturing job.” Go ahead, I’ll wait… I got 835 jobs in a twenty-five mile radius of my home. So what the hell are manufacturers and supply chain companies supposed to do? Over the last 30 years in this business, this is what I’ve figured out... Hourly production workers want the same things you and I get: ✅ No more Bullshit in the job posting How many job ads either don’t list the pay rate or have some ridiculous hourly range that's impossible to earn…we’re looking at you, Amazon. 👀 ✅ To get hired fast and from their phone This generation lives on their smartphones 24/7. Don’t tell me I have to do 3 interviews, a site tour, and 4 days of classroom training to get a $15/hour job. ✅ Schedule Choices Have you taken a morning off for a dentist appointment or because your kid is sick? Of course you have. So why do we expect our frontline workers to be robots that have to work 90 days straight without missing a single shift??? What if they could swap a shift with someone else or work half the shift instead? ✅ Upskilling and Feedback We’ve all done those corporate employee satisfaction surveys. How often are you surveying your hourly workers? Constant surveys tell you what workers really think and open up the opportunity to start a conversation and keep workers (and supervisors) happy. It can seem overwhelming - especially when budgets, teams, and time are all tight. Start with something small and work your way up. Trust me, it works. After a partner of ours started doing these things, their tenure tripled. What are you doing to keep workers engaged?

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Add these two letters to your resume! ⬇️⬇️⬇️⬇️⬇️⬇️ #linkedin#job #jobsearch #interview #ceo #coo #medical #behavioral #mental #wellness #recruit #executive #executivesearch

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Proverbs 18:21, "Death and life are in the power of the tongue". The blame game. Part 2. Words. That is how we communicate. But sometimes communication breaks down and derail a relationship. The phrase "attack the problem, not the person" highlights the importance of focusing on the issue at hand rather than assigning blame or becoming personally confrontational. This approach is crucial in maintaining healthy relationships, whether at home or in the workplace. Here's a deeper look into the wisdom behind this. By directing attention to the problem, individuals can work collaboratively to find solutions. This clarity helps prevent misunderstandings and ensures that discussions are productive. When individuals feel attacked personally, they are more likely to become defensive. This defensiveness can escalate tensions and hinder effective communication. Focusing on the issue allows for a more open dialogue. Addressing the facts rather than the feelings fosters an environment of respect. It shows that you value the other person as an individual, even when disagreements Addressing the facts rather than the feelings fosters an environment of respect. It shows that you value the other person as an individual, even when disagreements. Addressing the facts rather than the feelings fosters an environment of respect. It shows that you value the other person as an individual, even when disagreements arise. By framing discussions around shared goals and mutual problem-solving, parties can see themselves as teammates rather than adversaries. This fosters a spirit of collaboration, essential for both personal and professional relationships. When conflicts arise, addressing the problem directly allows individuals to resolve issues without the emotional baggage that often accompanies personal attacks. This is vital for long-term relationship health. In essence, the wisdom in "attack the problem, not the person" extends beyond conflict resolution; it lays the groundwork for meaningful, respectful interactions. This approach not only improves communication but also fosters trust and understanding, essential elements in sustaining relationships. Building a culture that prioritizes problem-solving over personal grievances can lead to stronger bonds, both at home and in the workplace. Proverbs 18:21 says “Death and life are in the power of the tongue". Think of your mouth as a death trap before you speak the next time.

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👀 Did you see this? The latest BLS report came as a shock Friday morning with 254k jobs added. Ahead of the release, analysts were predicting 140k job additions. Unemployment also ticked down and now sits at 4.1%. Many of the industries we support added jobs in September with life sciences and healthcare, Once again computer systems and design-related services added jobs, bringing their 12-month total to over 48k jobs added. Take a look at our report to get key IT and Engineering hiring insights 👇 #Akkodis #SmartIndustry #JobsReport #STEMHiring #TechJobs #EngineeringJobs #BLS

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just good info. The heart is mot a mechanical pump its so much more....

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Anybody Can Make Good Out of Good, But the Resilient Find Blessings in Trials Life's toughest challenges often seem insurmountable, but they are part of God's plan. These trials aren't just hurdles; they're actually the main events that shape our character and destiny. Instead of fearing them, we can find excitement in knowing that good comes from these experiences. I've found that the best seasons of my life have emerged right after experiencing what most would consider traumatic events. It's in these moments of struggle that we discover our true strength and resilience. Embrace the challenges, grow through them, and witness the incredible transformations they bring. #Faith #Resilience #Growth #OvercomingChallenges #LifeLessons Spartan Capital Group SHRM Detroit SHRM Spartan Strategies

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