Business Resources One

Mike Voories
  • 5.0 (3)
  • Management
  • Updated Weekly

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.

  1. 3d ago

    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

    Your Hiring Process Shows Candidates How You Manage

  2. Aug 18

    Your Job Description is a List of Scars

    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.

    Your Job Description is a List of Scars

  3. Aug 8

    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

    How Good Employees Learn to Be Average

  4. Jul 31

    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

    Why One Employee Quitting Often Causes the Next One to Leave

  5. Jul 21

    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

    You Don't Have a Hiring Problem. You Have a Winter Problem.

  6. Jul 16

    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

    The Loyalty Penalty: How a Hot Market Quietly Underpays Your Best People

  7. Jul 8

    Private Equity is Buying the Landscaping Industry

    Three of every four landscaping deals are now private equity. The owner gets all the advice. The team gets left out. And the team is where the deal actually works or falls apart. In this episode, Mike Voories breaks down what nobody is telling green industry owners about selling to private equity. Not the mechanics of the deal. The people. With about thirty years in the green industry and thousands of conversations with owners and team members, Mike shares what candidates are telling him right now, why your best people start looking the moment a sale is in the air, and what it costs you when they walk out the door. If you own a landscaping, lawn care, irrigation, tree care, or snow and ice company, and a sale is anywhere on your horizon, this one is for you. CHAPTERS: 0:00 - Private Equity is Buying the Landscaping Industry! 0:51 - The Private Equity Landscape 2:14 - The Blind Spot 3:11 - The Stakes 5:04 - Four Things to Sit With 6:33 - What to Actually Do 8:10 - See it Through Your Team's Eyes 9:56 - A Final Word to the Owner Thinking about a sale, or worried about holding your team together through a transition? That is the work we do at BR1. Subscribe for more straight talk on building stronger teams in the Green Industry. Contact BR1: https://businessresourcesone.com/contact BR1 Website: https://BusinessResourcesOne.com Hiring in the green industry? Post your roles where the right people are actually looking: https://GreenIndustryCareers.com Mike on LinkedIn: https://www.linkedin.com/in/michaelvoories/

    Private Equity is Buying the Landscaping Industry

  8. Jun 29

    If Your Company Had to Last 250 Years, What Would Break?

    America turns 250 this year. Most companies don't make it past ten. So what actually makes a team last? In this episode, Mike Voories uses America's 250th birthday as the doorway into something every owner wrestles with: why some teams survive pressure while others crack the first time things get hard. The founders couldn't stand each other and still built something that outlived all of them. That is not an accident. Longevity is designed. In about ten minutes, we cover the two things you have to build on purpose if you want a team that lasts: one that can fight productively without falling apart, and one that adapts constantly. Chapters: 0:00 If Your Company Had to Last 250 Years, What Would Break? 1:24 The Parable of the Growing Town 3:40 Building a Team That Can Fight Well 6:20 The Power of Adaptation 7:17 The Founder's Challenge 8:23 Build Something That Lasts If your company had to outlive you, what falls apart the second you step away? That is the question. https://BusinessResourcesOne.com

    If Your Company Had to Last 250 Years, What Would Break?
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Ratings & Reviews

5
out of 5
3 Ratings

About

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.

Information

  • Creator
    Mike Voories
  • Years Active
    2025 - 2026
  • Episodes
    62
  • Rating
    Explicit

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