Business Resources One
Join us as we explore the challenges and opportunities that come with leading in today’s ever-evolving workplace. The Business Resources One podcast empowers business leaders with the tools and insights they need to thrive. Whether you’re looking to attract top talent, retain your best employees, or boost engagement across your team, we’ve got you covered. Each episode explores the strategies and solutions that drive success. We'll share actionable tips and real-world examples. Business Resources One (BR1)—on a mission to provide solutions that give business leaders an unfair competitive advantage.
Hosted by Mike Voories, entrepreneur, author, and Founder / CEO of BR1.
All Episodes
3 Ways to Get Real Peace of Mind Before You Make the Offer
You've had a seat open for weeks. Then somebody sharp walks in, says the right things, and you leave the interview feeling great. I'd be careful with that feeling. It's usually relief, and relief will approve almost anybody. In this episode I get into three ways to find out what you actually know about a candidate before you make the offer: a real background check, a workplace assessment, and one honest opinion from somebody who doesn't need the seat filled as badly as you do. None of them are expensive and none of them are complicated. Most companies skip at least one anyway. Fair warning, we sell all three of these at BR1, and I say so up front. You can do every one of them without us, and I tell you how. If you'd rather have help, we're here for that too, whether or not we're running your search. Chapters: 0:00 - 3 Ways to Get Real Peace of Mind Before You Make the Offer 2:20 - One: The Background Check 5:03 - Two: The Workplace Assessment 8:07 - Three: An Outside Perspective 10:52 - I Challenge You to do This BR1 is your ONE resource for building stronger teams! Website: https://BR1.co Contact BR1: https://BR1.co/contact Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/
Layoffs Don't Fall Out of the Sky. Somebody Made the Call.
Read enough "impacted by layoffs" posts on LinkedIn and you'd think these things fall out of the sky. They don't. Somebody made a call, usually a year or more before anyone felt it, and the language we've all settled on erases that person from the story. In this episode, I'm not going after the people writing those posts. They're job hunting and gracious is the right play. I'm going after the leaders behind "economic headwinds" and "right-sizing," the companies that hire to demand and cut to demand while their careers page promises "family," and the habit of treating jobs disappearing like business as usual with nobody answering for it. I also talk about what seasonal green industry companies quietly get right. The real failure isn't the cut. It's the lack of ownership and the insignificant-toned attitude towards layoffs. So if you're the one making growth and hiring decisions, be honest about why the job exists, own it if you have to let someone go, and ask yourself before you say yes to headcount: who pays if I'm wrong? Chapters: 00:00 Layoffs 00:31 LinkedIn Posts 01:47 Nobody Catches a Layoff 03:25 The Part Nobody Says in the Interview 05:07 What the Green Industry Gets Right 06:36 So What Does This Have to Do With You? 07:21 Here's Your Challenge BR1 is your ONE resource for building stronger teams! https://BR1.co Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/
The Best Person on Your Team Might Be a Pain in the A**
There's somebody on your team who makes every meeting a little longer. He questions the new rule, argues with the checklist, and wants to know why before he'll do it. A lot of owners file that under "attitude" and start quietly working around him. In this episode, Mike Voories makes the case that the person driving you nuts might be one of the most valuable people you have, and that the way most of us decide who's a problem is the least reliable signal available. He walks through the one question that separates a difficult employee from a toxic one, why the brilliant jerk never gets a pass, and what it costs a company when the friction leaves and the quiet sets in. If you run a company, Somebody probably came to mind. Your challenge this week: pick your biggest pain in the ass and decide, honestly, whether the friction is costing you or carrying you. Chapters: 0:00 The Best Person on Your Team Might Be a Pain in the Ass 0:45 The Guy I'm Talking About 2:14 How We Manage Him Out 3:46 Difficult Is Not the Same Thing as Toxic 6:07 Why We Get It Wrong 7:25 What We Hear From the Other Side 8:16 Your Challenge This Week BR1 helps companies recruit and keep the people who make their teams stronger. Learn more at BusinessResourcesOne.com #BR1 #BuildStrongerTeams #CompanyCulture
Your Hiring Process Shows Candidates How You Manage
A candidate doesn’t need to accept your offer to start learning how your company operates. They see it in every missed deadline, repetitive interview, conflicting description of the role, and unexplained week of silence. A careful hiring process is good. An aimless one isn’t. Five interviews may be justified if each serves a purpose. Taking time may be responsible if the candidate knows what happens next. But when nobody owns the decision or can explain what success in the job looks like, your process is teaching candidates what working for you may feel like. In this episode, Mike Voories explains how the hiring process reveals your management and culture, why strong candidates may leave before you make an offer, and how to run a clear, disciplined process without lowering your standards or making careless hires. BR1 helps Green Industry businesses define roles, attract aligned candidates, and build stronger teams. Learn more at: BusinessResourcesOne.com | Your ONE resource for stronger teams! Chapters: 0:00 Your Hiring Process Shows Candidates How You Manage 0:46 The Process Is Evidence 2:12 Deliberate or Just Slow? 4:02 When Friday Comes and Goes 5:13 Five Interviews Need Five Reasons 6:57 Can You Explain What Success Looks Like? 8:02 When Hiring Exposes Internal Confusion 9:13 High Standards Still Require a Good Process 10:19 Look at the Process From Their Side #BR1 #BuildStrongerTeams #Recruiting #Hiring