Matt Dahl’s Post

Another great party in LA! Thanks for the invite Toll Group! While it feels like TPM was months ago, it seems strange that it was actually just a few weeks. We're still working on a number of opportunities in sales and management for those clients we met both at the event and during our office visits during the rest of the week. 90% of our clients want to interview able, stable, and profitable sales candidates who don't feel satisfied where they're currently working. We have a forwarders of all sizes offering various salary and commission plans, vertical focuses, territory sizes, and everything else that matters to most salespeople. Not actively looking but curious to know if the grass may be greener? We'll happily talk about which of our clients match your priorities and 5/10 year plan. Don't have a rough plan for the future? It's worth considering building one, otherwise what are you working towards? #freightappointments #freightforwarding #staffing #recruitment #executivesearch

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Impending RIF Actions Will Impact Our Members, By Ivan D. Butts, NAPS National President ➡️ Hello, NAPS brothers and sisters. At the writing of this column, we just received notification of what could be many reduction-in-force (RIF) actions in 2024 that will impact NAPS members across the country. This is coming as the staffing model—part of the "Delivering for America" plan—is being implemented for the Regional Processing and Delivery Centers (RP&DCs). As the only postal management association with rights under federal law to directly participate in planning and developing pay policies and schedules, fringe benefit programs and other programs relating to supervisory and other managerial employees, NAPS has consulted with the USPS concerning this staffing model. [Read More] https://lnkd.in/eRzw6whg

A recent meta-analysis of the world's top publicly-listed companies has revealed some interesting insights into study of employee compensation. By examining the net income of each company, the study shows just how much more these firms can afford to pay their employees. Check out the link below for more details. #employeecompensation #publiccompanies #netincome

Bonus afterglow led to boosted sales revenues and greater customer satisfaction across the board - study. Bonus is to reward employees for the work they have done well for the past year, if they do good, the company is earning, they should be rewarded. It is more common these days to work hard, hit kpi and yet receive no bonus cause the company is not doing well 💔 and gets a hotel buffet instead. If there is a concern that people slack off after bonus, maybe convert the bonus into an increase of the base pay instead. Or split them into quarterly rewards. It's actually more fair that staffs that have worked hard not to wait for a full year to see returns from their work? #bonus #employment #hr #rogerng #lbfalumni https://lnkd.in/g-wKKmjn

📦 "The One-Man DSP" Series: Part 2 - The Mule Run 📦 When you hear "mule run," what image does your mind conjure? 🕵️The Mission: Every day, deliver 50 pharmacy packages from Hagerstown, a journey stretching 82 miles to Baltimore, and then fan out to distribute them across another 90-mile radius. Every package must reach its destination or return to the starting point in Hagerstown. The start date? Just one week away. How did Jimmy pull it off? 🛫 Immediate Action: Jimmy flew to Hagerstown, secured an Airbnb, and dove headfirst into recruiting. 🚚 Hands-On Approach: Choosing the right person was just the beginning. Jimmy's commitment meant joining each mule run, ensuring perfection in every delivery. 🔍 But there's more: From dispatch systems, to detailed customer reporting, to driver heat strokes - this story has layers we're excited to unveil. Our first insight… 📆Introducing Flex Shifts 📆 Jimmy implemented “Flex Shifts”. With Flex Shifts, you commit to a min. shift length and then state up to how long past that min. you’d be open to working should we have the work. Example: a Friday 12-4pm Flex Shift would be reserved by a driver who’d say that they’re fine working the guaranteed 12-4pm hours, and would be ok “flexing” till 7pm should we have the work. This balanced both the desire of drivers to have a certain amount of guaranteed work with the volatile nature of our volume especially at the start, without breaking the bank for Para. Plus, this made recruiting drivers a breeze. Everybody knew they’d be paid hourly, what that rate was, and approx. how many hours a week a driver got. As a result, we never paid a cent on advertising to recruit drivers. And by the way, if you’re wondering about classification, I know…more about that later.

Why written agreements are essential for securing future pay rises or promotions. Listen to Episode 111 🎧

Retention may be "buzz-worthy" now for so many carriers, but it shouldn't be... Tracy Rushing, CDS - I'm still 1000% "borrowing" your phrase. If more carriers understood this and embodied throughout all departments, the turnover problem(s) would fix itself. Every company has two types of employees. 1. They have Drivers. 2. They have PEOPLE WHO SUPPORT DRIVERS.

There is no truer statement Brad Hackett, Tracy Rushing, CDS is spot on. The breakdown comes when the people who should support the drivers pass the buck. I have witnessed companies with a heart for drivers, but slowly the wrong hires were made and the culture changed. I have heard if we let them go, recruiting will hire more. Here is my buzz word RETENTION WITH TEETH, meaning from the CEO down to the person detailing trucks everyone knows the driver is the heartbeat. The driver knows that the staff are holding him/her up in support. Everything has to start with the top buying in and leading the way.