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
How Good Employees Learn to Be Average
You can hire a great employee with all kinds of potential—and then spend the next six months teaching them to be average. New employees don’t learn the real performance standard from your handbook or onboarding presentation. They learn it by watching the team around them. What gets recognized? What gets corrected? What gets ignored? And what, ultimately, qualifies as good enough? In Episode 60, Mike Voories looks at how tolerated underperformance can influence an entire team, why high performance can start to feel like punishment, and why leaders need to examine their own coaching and consistency before blaming the employee. Accountability doesn’t require being a hard-ass. Done well, it creates clear, predictable expectations—and eventually a culture where the team starts protecting the standard itself. If you’re working to build a stronger team and need help finding the right people to make it better, learn more about BR1 at: https://BusinessResourcesOne.com CHAPTERS: 0:00 — How Good Employees Learn to Be Average 0:48 — Your Team Teaches the Real Standard 3:53 — When High Performance Starts to Feel Like Punishment 6:03 — Before You Blame the Employee 7:52 — Accountability Without Being a Hard-Ass 8:42 — When the Team Starts Protecting the Standard
Why One Employee Quitting Often Causes the Next One to Leave
When one employee quits, the damage rarely stops with the empty position. The work does not disappear. It lands on the people who stayed—longer days, more Saturdays, heavier workloads, and the expectation that they will keep carrying it until a replacement arrives. Then, weeks later, another good employee leaves. Most leaders treat those as two separate resignations with two different causes. Often, they are the same event. The first employee’s departure created the conditions that pushed the second one out. In this episode, Mike Voories explains why employees often quit mentally before they formally resign, how short staffing turns a hiring problem into a retention problem, and why more overtime or a small raise may not solve what is actually driving someone away. He also shares the one conversation leaders should have with the employee who has absorbed the most since the last departure—before that employee becomes the next one to leave. Chapters: 0:00 Why One Employee Quitting Often Causes the Next One to Leave 0:42 The Crew Goes to Two 2:20 Guy A Quitting Didn’t Come Out of Nowhere 3:19 He Would Have Told Me 4:46 The Snow & Ice Management Version 6:08 Who’s Left? 6:42 This Week: Do This! BR1 helps landscaping, lawn care, tree care, and snow and ice companies recruit stronger teams and build workplaces where their best people want to stay. Learn more at BusinessResourcesOne.com
You Don't Have a Hiring Problem. You Have a Winter Problem.
Seasonal businesses like snow & ice management don’t always lose good employees because of the labor market or a lack of loyalty. Sometimes, the real problem is much simpler: their employees can’t afford the uncertainty of winter. In this episode, Mike Voories explains how off-season income gaps affect retention, limit the quality of your applicant pool, and push dependable employees toward year-round work. He also shares four practical ways owners can create more predictable winter employment—without pretending that keeping an entire crew busy is easy or inexpensive. You’ll learn: • Why seasonal turnover is often math, not disloyalty • How winter uncertainty affects recruiting as well as retention • Four ways to reduce the off-season income gap • Why a partial solution can still change an employee’s decision • The one conversation you should have before fall If you want help building a stronger retention and recruiting plan around your operation, connect with BR1: Contact BR1: https://BusinessResourcesOne.com/Contact BR1 Website: https://BusinessResourcesOne.com CHAPTERS: 0:00 – You Don't Have a Hiring Problem. You Have a Winter Problem. 1:17 – It's Math, Not Disloyalty 3:47 – How Am I Supposed to Pay Them All Winter? 5:33 – Four Ways to Change the Winter Math 9:18 – Start Now—and Start With One Lever 10:30 – Solving Winter Improves Recruiting, Too #BR1 #SeasonalBusiness #SnowAndIceManagement
The Loyalty Penalty: How a Hot Market Quietly Underpays Your Best People
You're paying top dollar to land every new hire. But have you checked what that's doing to the pay of the people who've been with you for years? In a labor market this hot, new-hire pay can quietly climb right past what your best, most loyal people make. It's called pay compression, and most owners never see it coming until a great crew leader hands in their notice. In this episode of the BR1 Podcast, Mike Voories breaks down why loyalty is quietly getting penalized across the green industry, how to catch compression on your own team before it costs you a good person, and how the very same blind spot your competitors are ignoring becomes your sharpest recruiting opening. In this episode: - The compensation number that should stop every owner in their tracks - How to run a quick compression check on the people you can't afford to lose - Why the number one reason people start looking usually isn't pay - The stay conversation that beats the exit interview every time - How to turn another shop's complacency into your next great hire At BR1, we help green industry leaders recruit and retain the right people to build stronger teams. If your retention plan is mostly hoping nobody quits, let's talk: Contact BR1: https://BusinessResourcesOne.com/contact BR1 Website: https://BusinessResourcesOne.com Hiring in the landscaping and green industry? Post your roles where the right people are looking: https://GreenIndustryCareers.com If this helped, subscribe for a new episode every week. We share content to help business leaders build stronger teams. Chapters: 0:00 — The Loyalty Penalty: How a Hot Market Quietly Underpays Your Best People 1:17 — The Number That Should Stop You 3:18 — Two Chairs, One Problem 3:49 — Playing Defense: Catch It Before It Costs You 7:09 — Playing Offense: Their Compression Is Your Opening 9:20 — It's One Sentence With Two Halves 10:08 — The Challenge #BR1 #BuildStrongerTeams #Recruiting #EmployeeRetention