Zohaib Khurshid’s Post

Introducing a new product / service is not an easy job. From my experince: I always though the first and most important thing is to build a strong supply chain with trusted partners. However, it turned out the first and really important step is to get your internal teams aligned. It's not even so much about writing processes, that no one reads. Its about empowering people and hyping them for the upcoming changes. Not everyone likes new things: for some it's more work, for others it disturbs their established routine, third don't know what their involvement will be. So get your house in order - that's the first thing to do.

You know that feeling when a new team member joins, and things start to shift? It’s not just about having an extra set of hands — it’s about bringing in fresh perspectives and skills that can transform your business. When you hire right, a new addition can have a HUGE impact... 1. 𝗧𝗵𝗲𝘆 𝗯𝗿𝗶𝗻𝗴 𝗻𝗲𝘄 𝗶𝗱𝗲𝗮𝘀 𝘁𝗼 𝗼𝗹𝗱 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 Maybe your team has been stuck using the same processes for years. A new hire can look at challenges with fresh eyes, spotting inefficiencies that others might have missed. Whether it’s optimizing inventory management or streamlining supplier negotiations, they can bring that spark of innovation you didn’t know you needed. 2. 𝗧𝗵𝗲𝘆 𝗰𝗮𝗻 𝗯𝗼𝗼𝘀𝘁 𝘆𝗼𝘂𝗿 𝗱𝗶𝗴𝗶𝘁𝗮𝗹 𝗴𝗮𝗺𝗲 We all know supply chain is going digital, but not everyone is keeping up. They can help you turn complex data into actionable insights, making decisions faster and smarter. 3. 𝗧𝗵𝗲𝘆 𝗲𝗹𝗲𝘃𝗮𝘁𝗲 𝘁𝗵𝗲 𝘁𝗲𝗮𝗺 𝗱𝘆𝗻𝗮𝗺𝗶𝗰 A new hire doesn’t just fill a seat; they can shift the culture. Their enthusiasm and willingness to take on challenges can energize your whole team. A motivated new teammate can drive everyone around them to raise their game — and suddenly, those tough projects feel more manageable. 4. 𝗧𝗵𝗲𝘆 𝗯𝗿𝗶𝗻𝗴 𝗮 𝗳𝗿𝗲𝘀𝗵 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲 𝗼𝗻 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 In procurement and supply chain, relationships are key. A new hire can introduce new supplier contacts, offer insights into different sourcing regions, or have a fresh take on negotiation strategies. This can lead to better deals, more resilient partnerships, and ultimately, a more secure supply chain. The bottom line? A great hire is more than a new team member — they’re a catalyst for growth. #NewHireImpact #SupplyChainGrowth #FreshPerspectives

While you look for the PERFECT candidate, your manufacturing team takes the brunt of your indecisiveness… If you have an open vacancy, your current team picks up the slack. The longer you take to fill the gap, the more stressed they’ll become. And the more stressed they are, the more likely they are to get fed up and leave. The impact of a lengthy process is far more than a few incomplete tasks. It’s a domino effect. By using a recruiter, you’ll reduce your time-to-hire significantly. Then, you’ll have a stellar new hire AND a happy existing team. Don’t be selfish and “hold out” for the “perfect” candidate. Be fast, fill the position, and preserve employee happiness.

A positive work environment will help you accomplish your goals. Creating a dynamic work environment has always been a top priority for me as a regional sales manager overseeing seven stores. With over 20 years of experience, I’ve learned that the energy and engagement of a workplace are directly tied to the success of the business. When employees feel motivated and connected, it shows in their performance—and ultimately, in the bottom line. One of my key approaches has been fostering open communication with my managers. I made it clear from the start that their input mattered and that they had the autonomy to implement ideas that made sense for their teams. This not only built trust but also encouraged innovation. A dynamic work environment thrives when people feel empowered to take initiative and know they’re supported. I also emphasized recognition and growth opportunities. A team that feels valued is one that delivers results. Whether it was celebrating small wins or providing resources for professional development, I ensured my managers understood the impact of investing in their people. The results were clear. Teams that felt energized and engaged consistently outperformed those that didn’t. Employee satisfaction led to higher productivity, better customer experiences, and stronger sales. Prioritizing a dynamic work environment wasn’t just good for morale—it was essential for sustainable success. It’s a lesson I carry into every role and conversation.

Are you ready to transform your hiring and people management strategies into a powerhouse of success? Let's dive in and discover the keys to unlocking the full potential of your team: - Hiring isn't just about ticking boxes; it's about finding the right fit for your company culture and values. - Embrace diversity in your workforce - different perspectives lead to innovation and growth. - Invest in continuous learning and development for your employees to foster a culture of excellence. - Effective communication is key - listen to your team, provide feedback, and create an open and transparent environment. - Empower your employees to take ownership of their work - trust and autonomy breed success. Don't settle for mediocrity in your hiring and people management practices. Be bold, be strategic, and watch your organization soar to new heights of achievement!

Consider the case of Business X, a mid-sized distribution company that has been experiencing rapid growth for a few years. While its business operations have scaled, the company’s technology infrastructure has not kept pace. Business X has a few technology resources and capabilities, primarily focused on day-to-day IT support, basic software implementation, and maintenance. However, there is no dedicated technology leader to guide the company’s IT strategy, align technology with business goals, or provide insights into future growth opportunities. Without a clear technology roadmap or an executive-level technology leader, Business X faced several operational and strategic challenges. The executive team recognized the need for an experienced technology leader but was concerned about the costs and commitment of hiring a full-time CIO. Follow the link below to read Virtro's latest post and to learn how Business X's leaders turned their operational and strategic challenges around. https://lnkd.in/gdFHHSxG

Continuous improvement in your hiring processes is an essential element in growing a successful business. It's not just about ticking a box or filling a role, it's about seeking dynamic individuals who will introduce fresh ideas to the table. Let's not forget hiring is a two-way street. It's not just companies selecting candidates, it's candidates choosing the right company too. The more streamlined and efficient your hiring process, the more attractive your company appears to potential employees. And remember, it's not just about skills, but also about cultural fit and attitude. A perfect match on paper doesn’t necessarily equate to a perfect match in reality. So, maximize your hiring efforts. Innovate. Adapt. Strive to make the process better each time. Because the right people can take your business to the next level.

Procurement today is about skills, not years. It’s about building relationships, leveraging tech, and driving change through diverse perspectives and strong networks. We're moving beyond processing POs to delivering value and shaping the future. An exciting transformation is here.

I was chatting with a new client today, and they asked why they may have found it tricky to hire and keep brilliant people until now. Their company culture was a little tricky to navigate... as they didn't have one to be proud of. 😍 Here are three ways we agreed in order to build a truly legendary company culture for them: It starts with your people. ⭐ Hire for values. Find people who align with your mission. And I have a new sales manager role with them today so values-based hiring will be a part of the process. ⭐ Prioritise growth. Invest in employee development. They've agreed to put some cash behind training budgets and allow each employee to choose the training they want. ⭐ Champion recognition. Celebrate wins – big and small. Morning huddles are being reinstated. This allows for a 15-min alignment at the start of each morning. Plus a terrific opportunity to shout out the wins - big and small. 👉 Legendary cultures attract legendary talent. What are your best tips for building a strong company culture?