All Star Profile – Kevin S.

Here at All Star Labor & Staffing we have the immense privilege of being a part of peoples journey. People who sometimes need a hand, not a hand-up – there is a difference. Our employees are our partners, we wouldn’t be here without their hard work and that makes us their biggest fans. Cheering on our fellow staff members and employees is a gift and today we want to honor one of them – Kevin S., employed in Salem, OR.

Kevin S. has a long work history in construction, at one point before the recession he was working successfully as a licensed contractor. He was living and working in the Lebanon – Sweet Home area doing his best to find long term work but eventually lost his job and in time lost his transportation as well. He decided to move to Salem to live with his mother while he got back on his feet. Kevin’s job search stared at unemployment and led him to the Goodwill WorkSource where he was referred to All Star.

“Kevin came to our office on February 16th, 2017,” said Karen Cain, Salem Branch Manager. “During the interview he showed our Staffing Coordinator, Matt pictures of the cabinets he had recently built, it was clear that Kevin had some very valuable skills. Matt immediately set-up an interview for him with ServiceMaster. He interviewed the following week and was immediately assigned to full-time work as a carpenter earning a great hourly wage. Kevin has been unemployed for some time and we are overjoyed that we were able to get him back to work the field he loves, at a fantastic company.”

“The All Star office really helped me and I will always be thankful for how much support I was given,” Kevin remarked. “It’s never easy to find a good fit with a company. Usually you can find a place that may be a good job but it is unusual to find a place that has a job that fits you AND the people you are working for have good attitudes, are upbeat and supportive to their employees. I also love that my place of employment has so many opportunities, I seem to be doing different aspects of construction every day and I love it! They have even told me that they will set up a meeting to talk about full time work once my agency hours are fulfilled. I could not be happier.”

Thank you Kevin, and keep up the amazing work!
-All Star Labor & Staffing (Your biggest fan)

Business Development Professional Needed for New Eugene All Star Staffing Branch

All Star Labor & Staffing, founded in Portland, OR in 2009 is opening in Eugene, OR. We currently have four branches throughout Oregon and have exceeded growth expectations over the last eight years. We are currently recruiting a Business Development professional for our newest office scheduled to open in Eugene in early spring. Approximately 75% of your time is out in the field knocking on doors, cold/warm calling and maintaining client relationships. Must be a team player with a positive attitude, strong work ethic with the ability to roll-up your sleeves and get the job done. Looking for a natural sales person that loves a challenge. Strong knowledge of the Eugene area and business environment is required.

Position Overview: Responsible for developing and maintaining partnerships with new clients. Ensure client’s satisfaction and loyalty while maintaining profitability. You will be responsible for maintaining and building the branch’s revenue and will support branch operations and respond to the needs of our clients. Must be results oriented, self-confident and demonstrate a high sense of urgency, organization, and integrity.

Essential Job Functions:

Strategy

  • Exceed sales revenue quotas by winning new contracts and job orders through prospecting and developing new customer relationships.
  • Develop and implement sales plans and associated activities.
  • Define and develop lead generation strategies and marketing plans for new accounts to further penetrate existing accounts.

Initiation and Implementation

  • Initiate the sales process by scheduling appointments with decision-makers with prospective clients.
  • Analyze the prospective client’s needs and build custom staffing solutions and make recommendations.
  • Develop and execute sales presentations to potential clients.
  • Identify and qualify sales opportunities by providing a consultative and value-added approach to develop relationships.
  • Negotiate contractual terms and conditions for employment services, and works with the operations and recruiting teams to ensure smooth hand-offs.
  • Accurately assess potential client’s credit worthiness. Take appropriate measures to ensure limited liabilities during the contract negotiations.

Relationships and Retention

  • Servicing existing business by visiting clients and building relationships.
  • Manage all new accounts in designated sales territory, ensuring clients’ needs are met, problems are solved and issues are addressed.
  • Maintain an ongoing relationship with prospective clients, both in-person and by phone, continuously assessing and communicating how we can address on-going and potential needs.
  • Actively network within the local business community.

Professional Development

  • Initiate personal growth by understanding market trends, best practices in lead generation, and communication with prospects and current clients.
  • Collaborate with branch manager and staff team to evaluate efficacy of active sales strategy and make appropriate adjustments as needed.

Measurable

  • Target gross margins averaging above 20%
  • Target 40% quarterly growth year over year in years 1-3
  • 30% growth years 4-5
  • 20% growth for established branch after year 5.

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as needed to meet the ongoing needs of the organization. For consideration please send your resume in Microsoft Word or PDF format to adams@allstarlabor.com with a brief summary about your sales ability.  NO COVER LETTER PLEASE.

https://www.allstarlabor.com

Every Day is Employee Appreciation Day

Today is employee appreciation day, so what better time to share some insights on keeping your team motivated and happy. It can be hard on both employees and leaders in a fast-paced work environment where expectations are high. Here are 10 simple ways to show appreciation and keep employees motivated that I have learned as an employer over the last 20 years.

1. Supportive Leadership
Leadership is a key factor in employee motivation. Supportive leaders work closely with employees, keeping senior team members focused and developing new talent.
Great leaders influence how individuals see themselves, they can empower employees for greatness.

2. Celebrate Milestones

It is essential that employees feel appreciated from day one and throughout the year or they’ll feel detached and possibly resentful. It is important that you don’t just put the employee in a desk and let them fend for themselves on their first day. First days are significant and face time is needed with management. On work anniversaries and birthdays, employees should feel special and celebrated. Our practice has always been to get hand-signed cards from all team members, and the employees choice of lunch brought in for the entire team.

3. Positive Work Environment
Since many of us spend the majority of our waking hours at the office, it should be a comfortable place for employees while simultaneously encouraging productivity. Encourage employees to share information and knowledge and always lend a helping hand when needed. What goes around, comes around. You must have a team that feels like they are all in this together and should feel comfortable to share ideas or goals without fear of humiliation.

4. Teamwork = Dreamwork
From a young age, we are encouraged to be a part a of team – from the soccer field to the debate podium, nothing is better at keeping employees motivated than belonging a team. Through teamwork, employees learn to trust each other and to look beyond themselves. And healthy competition in a team setting, can increase creativity as well as productivity.

5. Recognize & reward
Recognition and reward on a regular basis remind employees that they are appreciated, and help them to balance short- and long-term goals. I am a firm believer in the carrot over the stick theory. It doesn’t take much for an employee to feel recognized and rewarded. Some possibilities could be: an employee of the month program, a monetary award, free lunch from their favorite restaurant, or gift card to their favorite coffee shop. A small token of appreciation can go a long way.

6. Listen to Feedback
A huge part of any executive or manager’s job is listening. Listening sparks some of the best ideas, helps identify workplace problems early and builds a more connected and collaborative workplace. This can be implemented easily enough when you set up an in-person weekly or monthly check in.

7. Personal Goals
A great workplace will want employees to thrive, not only for the company’s objectives but also so that individuals can accomplish their own goals. It’s important that team leaders are familiar with employees personal and professional goals. Helping employees grow personally and professionally will help keep your employees stay motivated. Also, have a policy of promoting from within, and make sure staff members know their a path to growth in your organization.

8. Work-life Balance
A culture that prioritizes work-life balance, yields increased productivity and overall happiness in the workplace. Encourage employees to not check email if possible outside of office hours and ensure that they take their holidays and days off. If you see an employee frequently working late, or they seem over-burdened make sure you have a chat with them about their workload. They could be finding something challenging, doing something that may be unnecessary to work goals or even picking up the slack for other team members.

9. Let Them Lead
Motivating employees is not just about fun perks and time off, it’s about showing them that they make a difference and are valued. Encourage employees to speak up, have a voice and take the lead on a project, or presentation. Taking ownership is very powerful, not only do they share their opinions and speak up, but they are motivated to turn their words and ideas into action. Another way to develop leaders is to recognize an employee’s skills by asking them to mentor others.

10. Open-door Policy
It’s amazing how simple changes can impact employees. Creating an open-door policy makes approaching leaders and managers less daunting, it also makes employees feel that their opinion matters. This boosts confidence, morale and productivity. It also helps with transparency among companies of all sizes.