Julie M. DeBuhr’s Post

𝗥𝗲𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗼𝗹𝗱: 𝗛𝗼𝘄 𝘁𝗼 𝗞𝗲𝗲𝗽 𝗚𝗿𝗲𝗮𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗟𝗼𝘆𝗮𝗹𝘁𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 Retention is an art. It begins the moment a new employee steps into your office and continues throughout their tenure at your company. It’s about fostering an environment where employees are not just heard, but actively listened to and empowered. 𝗔 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗦𝘁𝗼𝗿𝘆: 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀 𝗶𝗻 𝗣𝗹𝘂𝗺𝗯𝗶𝗻𝗴 Julia owns a plumbing service in Seattle. Facing high turnover, she decided to innovate her approach. She introduced tailored career development plans for each technician, seeing potential beyond their current roles. This proactive stance on individual growth turned her problem on its head. 𝗧𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 Create clear career pathways within your business. Show your team how they can grow with you, not apart from you. Embed regular feedback and training into your culture. It’s about progress and respect, and it pays dividends in loyalty.

𝗥𝗲𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗼𝗹𝗱: 𝗛𝗼𝘄 𝘁𝗼 𝗞𝗲𝗲𝗽 𝗚𝗿𝗲𝗮𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗟𝗼𝘆𝗮𝗹𝘁𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 Retention is an art. It begins the moment a new employee steps into your office and continues throughout their tenure at your company. It’s about fostering an environment where employees are not just heard, but actively listened to and empowered. 𝗔 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗦𝘁𝗼𝗿𝘆: 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀 𝗶𝗻 𝗣𝗹𝘂𝗺𝗯𝗶𝗻𝗴 Julia owns a plumbing service in Seattle. Facing high turnover, she decided to innovate her approach. She introduced tailored career development plans for each technician, seeing potential beyond their current roles. This proactive stance on individual growth turned her problem on its head. 𝗧𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 Create clear career pathways within your business. Show your team how they can grow with you, not apart from you. Embed regular feedback and training into your culture. It’s about progress and respect, and it pays dividends in loyalty.

𝗥𝗲𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗼𝗹𝗱: 𝗛𝗼𝘄 𝘁𝗼 𝗞𝗲𝗲𝗽 𝗚𝗿𝗲𝗮𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗟𝗼𝘆𝗮𝗹𝘁𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 Retention is an art. It begins the moment a new employee steps into your office and continues throughout their tenure at your company. It’s about fostering an environment where employees are not just heard, but actively listened to and empowered. 𝗔 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗦𝘁𝗼𝗿𝘆: 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀 𝗶𝗻 𝗣𝗹𝘂𝗺𝗯𝗶𝗻𝗴 Julia owns a plumbing service in Seattle. Facing high turnover, she decided to innovate her approach. She introduced tailored career development plans for each technician, seeing potential beyond their current roles. This proactive stance on individual growth turned her problem on its head. 𝗧𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 Create clear career pathways within your business. Show your team how they can grow with you, not apart from you. Embed regular feedback and training into your culture. It’s about progress and respect, and it pays dividends in loyalty.

𝗥𝗲𝘁𝗮𝗶𝗻𝗶𝗻𝗴 𝘁𝗵𝗲 𝗚𝗼𝗹𝗱: 𝗛𝗼𝘄 𝘁𝗼 𝗞𝗲𝗲𝗽 𝗚𝗿𝗲𝗮𝘁 𝗧𝗮𝗹𝗲𝗻𝘁 𝗙𝗼𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗟𝗼𝘆𝗮𝗹𝘁𝘆 𝗧𝗵𝗿𝗼𝘂𝗴𝗵 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 Retention is an art. It begins the moment a new employee steps into your office and continues throughout their tenure at your company. It’s about fostering an environment where employees are not just heard, but actively listened to and empowered. 𝗔 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗦𝘁𝗼𝗿𝘆: 𝗖𝗮𝗿𝗲𝗲𝗿 𝗣𝗮𝘁𝗵𝘀 𝗶𝗻 𝗣𝗹𝘂𝗺𝗯𝗶𝗻𝗴 Julia owns a plumbing service in Seattle. Facing high turnover, she decided to innovate her approach. She introduced tailored career development plans for each technician, seeing potential beyond their current roles. This proactive stance on individual growth turned her problem on its head. 𝗧𝗵𝗲 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 Create clear career pathways within your business. Show your team how they can grow with you, not apart from you. Embed regular feedback and training into your culture. It’s about progress and respect, and it pays dividends in loyalty.

How Can I Gauge If My Colleagues Want Me on Their Team? Answers: https://lnkd.in/gQCKSbAc \#CareerChange \#JobOpportunities \#WorkCulture Hey everyone! 👋 So, I need your advice! Lately, there’s been a little playful back-and-forth in meetings with another department where they keep joking about me potentially joining their team. You know the drill—comments like “When are you coming to work for us?” or “You should really think about it!” 🕵️♂️ While it sounds fun, I can't shake the feeling there might be more to it. Here’s the scoop: I’ve been with the company for 15 years, so I’ve built a solid reputation. 🙌 This particular department and I have collaborated closely over the last 6-8 months, and I’ve shown a good grasp of their work and policies. They’ve never directed these comments at anyone else in our meetings, and they've come up quite often, especially after I shared my insights. On a not-so-great note, my current department has been super toxic, and I would love to explore new opportunities. So, how can I casually yet effectively approach this department to get a better idea of whether they’re being serious? Here’s what I think might help: \*\...

At 𝗣𝗿𝗼𝗯𝗲 𝗣𝗦, our teams aren’t just built to meet expectations — we strive to exceed them. Here’s what makes our approach unique. 𝗖𝗼𝗹𝗹𝗲𝗴𝗲 𝗗𝗲𝗴𝗿𝗲𝗲 Every team member at Probe PS holds a college degree, ensuring a foundation of expertise and skill that sets the standard for exceptional service. 𝗖𝗼𝗺𝗽𝗿𝗲𝗵𝗲𝗻𝘀𝗶𝘃𝗲 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 Before diving into client projects, our team undergoes a six-week immersion to deeply understand your needs, culture, and values. 𝗖𝗿𝗼𝘀𝘀-𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗳𝗼𝗿 𝗥𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲 Our cross-trained team members are equipped to handle diverse roles, ensuring seamless collaboration and continuity in any situation. 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲 𝗥𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 With a 23% resource buffer, we’re always prepared for sudden demands without compromising delivery quality. 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 Our managers are evaluated on their ability to deliver results and empower practices through actionable insights and measurable outcomes. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 We invest in understanding and aligning with your culture, vision, and values to create a true partnership. 𝗔𝗱𝘃𝗮𝗻𝗰𝗲𝗱 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻 𝗧𝗼𝗼𝗹𝘀 From day one, we deploy cutting-edge tools for real-time communication and workflow efficiency — no matter where the team is located. 𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 By fostering an engaging, supportive, and fulfilling environment, we attract and retain top talent who are as committed to your success as we are. 𝗣𝗿𝗼𝘃𝗲𝗻 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 We believe in measurable impact. Our transparent metrics showcase the success we deliver at every step. At Probe PS, we don’t just deliver solutions — we build lasting partnerships rooted in trust, collaboration, and shared growth. Ready to elevate your practice? Let’s connect! Reach out to us at [email protected] #ProbePS #Collaboration #ClientPartnerships #RCM #RevenueCollectionManagement

🎉 Happy Customer Service Week! 🎉 At Talent Lab, our clients and candidates are the heart of everything we do. We’re grateful for your trust and partnership in achieving your career goals. Tell us about your experience with Talent Lab! Drop your stories and feedback in the comments below. Let’s celebrate together and continue building success stories! #CustomerServiceWeek #TalentLab #YourStoryMatters #ClientLove #CareerSuccess

🚀 The Power of Employee Referrals!🚀 💡 Did you know that employees referred by their colleagues are more likely to thrive and grow within the company? Here are some interesting facts about employee referrals: 🔹 20% more likely to be promoted within their first two years. 🔹 30% lower turnover rates as referred employees tend to stay longer. 🔹 10-20% more likely to outperform their peers due to being a better match for the role and culture. 🤝 Employee referrals don’t just fill positions—they bring in top talent that aligns with the company’s culture, leading to long-term success. 🔍Discover why Viktoriia Khomenko and Tomasz Ciuła chose to refer friends for roles at MAVOCO—what qualities stood out, and how our culture and values inspired them. And check out the success stories of our referred team members, Piotr Cebulski and Wojciech Martyniak below👇

Today, a colleague asked me about my New Year's resolution for 2025. While I don't have a specific resolution, I am excited to share what I'm looking forward to in the coming year: ✨ Simplifying Processes: Streamlining how we work so everything runs smoother for the team and our hiring managers. ✨ Building Stronger Partnerships: Collaborating more closely with other departments and with our external partners. ✨ Focusing on Diversity: Keeping bias out of the hiring process and making sure we’re giving everyone a fair shot. ✨ Learning & Growing: Exploring new tools, gaining fresh perspectives, and keeping up with all the changes in the recruiting world. ✨ Team Fun & Connection: Spending quality time with my amazing team, celebrating wins, and making the work fun along the way. What’s on your radar for 2025? 

At what point do people get jobs without connections?