Episodi

  • Your Worst Customer Might Be Costing You Your Best Employee

    Your Worst Customer Might Be Costing You Your Best Employee
    Oct 19 2026
    A lot of owners can name their worst customer before you finish asking the question. Fewer have stopped to think about who has been dealing with that customer on their behalf. It's usually not the owner. It's the account manager getting talked down to, the office person fielding the angry calls, and the crew leader who drives off the property mad. When one of those people finally brings it to you, how you answer tells them exactly where they rank. If the answer always comes back to how big the account is, they hear it. Eventually they start asking themselves whether this job is worth it, and you may not like what they decide. Losing a good employee to keep a customer you don't even like is a lousy trade. In this episode Mike Voories talks about why a big check doesn't automatically make someone a good customer, what happens to your account manager's authority when you give in after a customer goes over their head, and what to do when the account is too big to just walk away from. Most of the time the fix doesn't start with firing anybody. It starts with a conversation you've been putting off. CHAPTERS: 0:00 Your Worst Customer Might Be Costing You Your Best Employee 1:11 Who Are You Really Protecting? 4:00 When The Customer Goes Around Your People 5:28 What Your Worst Customers Are Costing Your Team 7:37 But It's A Big Account 10:07 Where To Start This Week BR1 is your ONE resource for building a stronger team! Website: https://BR1.co Contact BR1: https://BR1.co/contact Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories
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    11 min
  • Can You Coach Someone Into Being a Problem Solver?

    Can You Coach Someone Into Being a Problem Solver?
    Sep 30 2026
    I've never had much patience for "Can we?" when the real question is "How do we?" Now that almost anyone can find an answer to almost anything from their phone, I have even less. This one's for owners and managers who keep getting the same questions from the same people. Is problem solving something you can coach, or is it baked in? How long do you keep investing before you call it? And how much of it did your own leadership create? Some of it's on them. Some of it might be on you. Either way, it's getting harder to ignore. 0:00 Can You Coach Someone Into Being a Problem Solver? 1:30 Why This Matters More Now 2:51 Same Job, Different First Move 4:03 Somebody's Carrying It 4:41 Skill or Wiring? 6:01 Before You Write Anybody Off 7:00 How Long Do You Give It? 7:50 Doesn't It Depend On The Role? 8:59 Hiring For It 9:48 Is This Just Me? 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 #BR1 #BuildStrongerTeams #ProblemSolving
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    11 min
  • 3 Ways to Get Real Peace of Mind Before You Make the Offer

    3 Ways to Get Real Peace of Mind Before You Make the Offer
    Sep 21 2026
    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/
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    12 min
  • Layoffs Don't Fall Out of the Sky. Somebody Made the Call.

    Layoffs Don't Fall Out of the Sky. Somebody Made the Call.
    Sep 16 2026
    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/
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    10 min
  • The Best Person on Your Team Might Be a Pain in the A**

    The Best Person on Your Team Might Be a Pain in the A**
    Sep 8 2026
    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
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    10 min
  • Your Hiring Process Shows Candidates How You Manage

    Your Hiring Process Shows Candidates How You Manage
    Aug 25 2026
    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
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    12 min
  • Your Job Description is a List of Scars

    Your Job Description is a List of Scars
    Aug 18 2026
    Your job description might not describe the person you need. It might describe every person who burned you before. The commute radius. The exact software experience. The number of years required. The bilingual requirement. Each one may have a perfectly reasonable story behind it. But there’s a difference between what the job actually requires and the fix you created after the last time something went wrong. In this episode, Mike Voories breaks down how job descriptions slowly become a list of scars — and how those old requirements can shrink your candidate pool, extend your search, and sometimes screen out better people for the job. The challenge this week: Take the job description for the seat you’re trying to fill and ask where every requirement actually came from. If you can name the person who caused you to add it, it may be worth another look. CHAPTERS: 0:00 Your Job Description Is a List of Scars 0:58 Nobody Writes A Job Description From Scratch 2:16 It's Not A Need. It's A Fix. 3:26 A Couple People Said The Drive Was Too Long 4:20 The Stuff You Could Teach In A Month 5:42 The Bilingual One 7:33 So You Want Me To Lower My Standards 8:58 What The Seat Costs 9:24 Your Challenge This Week BR1 helps companies build stronger teams: https://BusinessResourcesOne.com One Resource. Stronger Teams.
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    11 min
  • How Good Employees Learn to Be Average

    How Good Employees Learn to Be Average
    Aug 8 2026
    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
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    11 min