Tracy Anderson Method’s Post

Here's a Friday real-life fairy tale that's unfortunately all too typical. A married couple hire a contractor to undertake a major renovation in Riverdale with minimal documentation, no designer engaged to review work and completion on site and a threadbare contract furnished by the contractor (which fails to detail specified standards, scope, completion schedule or cost other than a non-binding "budget"). Predictably, events go pear-shaped as contractor 1 is grossly overpaid, disappears and the shoddy work (including undermining of the neighbour's property) left in bleak testimony. The pattern repeats itself with contractor 2: overpaid and gone with significant work left incomplete and Tyvek flapping in the breeze. Interestingly, the clients are BOTH lawyers who should know better - and frankly, they're wealthy enough that this situation will eventually sort itself out with (even) more money. I draw from this real example and countless others that the main challenge of single family housing work is that the scale seems too small to do things correctly. It's such a familiar story. The only thing more expensive than hiring professionals is not hiring professionals.

👋 We hope you’re well. Our CEO, Noel Sharpe, wanted to share some of our future plans and priorities in this short film. If you’ve time to watch it (4 mins), you’ll hear Noel talk about: ➡️ our commitment to provide quality, safe, and well-maintained homes - with us spending an average of £57 million/year on improvements for each of the next five years, ➡️ delivering informed upgrades/improvements to homes - with further updates to come, ➡️ how we’ll continue to address damp and mould issues in homes, ➡️ the merger of Bolton at Home and Arcon Housing Association, along with our new name from next April: Be One Homes, ➡️ why your feedback matters, and some of the ways we’d encourage you to get involved with what we do, ➡️ ..and more. We want to provide homes and opportunities to support people to build a better life. If you’d like to learn more about our purpose and see ‘Our Journey Ahead’ (business plan) for the next five years, visit the ‘About us’ page on our website: https://lnkd.in/eAiG6sRm. And if you're interested in working for an organisation with a strong social purpose, please visit: https://lnkd.in/gm6sutz to see our current vacancies.

I started my recruiting career in New York City. You'd think that recruiting construction in the biggest city in the country would mean tons of doors to pry open, but often it was exactly the opposite. What I learned early on was, the construction industry in NYC was huge...but also very small. Everybody knew everybody and the #1 way talent moved from one company to another was "my buddy called me and said they needed me". It was understanding this way of life that made me a better recruiter. Construction recruiting (well, all recruiting) is a "who you know" business. Always has been, always will be. And our value as recruiters is to know the best people and to connect them to others that are the best. So that just leaves one question: do we know each other? If so, let's catch up and connect each other to great people and great companies. If we don't, let's connect ourselves and build even bigger networks of who we know! #whodoyouknow #recruiting #recruiterlife #constructionrecruiting #construction #connections Delta Construction Partners, Inc.

Interested in a positive change of work life balance and dipping your toes in the sea after work? Get in touch with Trevor to discuss in more detail

Number of Q1 2024 'Associate' hires broken down by Real Estate specialism. Certainly more movement in the Real Estate market in comparison to early 2023.    For a discussion on the latest trends and Real Estate hiring needs, please contact Lauren Steff and Emily Donnell.   #legalrecruitment #londonfirms #hiringtrends #ThisIsBirchrose

This is really interesting. Kenneth Salzman I like the "People, technology, place" lens. It would be good if more businesses and organizations thought about that. Part of the people aspect is also having good leadership and management who know how to successfully build remote teams. I've been working entirely remotely since 2020. Prior to that, I worked remotely part time for over 10 years. While I have seen a shift back into buildings in the last few years, even with workers whose work could be done 100% remotely, forcing staff onsite does not solve all issues. In my experience, it seems to solve few issues, while creating many more. If communication was poor in a remote environment which had many more tools to support communication - chat records, email, recordings, automatic note taking, transcribed meetings, etc. -- going back into the building where face to face and verbal communication might leave out key stakeholders -- communication can quickly become MUCH worse. There are many of us who are very professional and dedicated remote workers who know HOW to successfully work remotely. We know that aligning our work habits with the expectations for work is one of the most critical aspects. Is it a regular schedule and if so what are the hours? If we work across timezones or internationally, what is the expectation for meetings, etc. ? Are we expected to be available 24/7 and if so, how is down time factored in? How do we manage up, if our supervisor does not know how to communicate or manage a remote workforce? Is communication / documentation or production more important or equally so? What are our benchmarks or mechanisms to "prove" we are working and successfully meeting and exceeding goals? How does collaboration and team building occur, if important? How does our work fit in with organizational strategies and goals? Yet, none of those questions are truly unique to a remote workforce. The work is the work. I have sat in a tiny office without seeing my supervisor or any coworker unless I got up and made the effort to go see them. I think the longest I went without seeing anyone was about 10 days. Many of us have been in positions where we were "cogs in the machine" and have been physically invisible within workplaces even if our actual work was valued greatly ... which makes one wonder - what is so great about "location" and being onsite in that scenario? Nothing. I know many workers in that scenario who would have loved to work remotely. I frequently am asked about working remotely. I tell people they need to be flexible in their career goals, while also, be willing to pass on positions that are not remote (or hybrid) friendly. I do sometimes miss the collegial atmosphere of working onsite, but then I remember, the colleagues who wandered around and pestered people, or those who gossiped in hallways, took long lunches, or the illnesses that swept through the building - so many impacts on productivity!

BIG things coming for AP Professionals of WNY! If you know anything about the Advantage Companies, it's that we are always re-invigorating, remodeling, re-facing or leveling up in some way. We are lifelong builders. We will soon be expanding on our company service offerings, but our first step is to give our office itself a new updated look with our story boards. If you have been in our office, you know what pride we take in our work "home" Statistics show that the physical work environment is incredibly powerful for the motivation and productivity of employees! As a company, one thing that continues to set us apart from competition, is that we remain committed to bringing people to our office that we represent for in person interviews and screening sessions. This has allowed us to create deeper relationships with both customers and candidates. Studies show that face-to-face interactions are still 34 times more effective than online alternatives. This aligns with our mission statement: creating "relationships that last a lifetime." While our plans include expansion to other markets, we want our home base to showcase who we are and create the catalyst for all that we intend to build together! Stay tuned, or better yet, come visit! #APWNY #APX #APExecutiveSearch #RelationshipsThatLastALifetime

Start your journey with Sutton's in just a few simple steps: 1. Visit our careers page at https://lnkd.in/eQC2tWGm to explore current job openings. 2. Look through the list to find positions that catch your eye. 3. Choose a role that matches your interests. 4. Read the job description carefully and hit 'apply' to submit your application. #SuttonsCareers #StartYourAdventure #JobOpenings #SubmitYourApplication

My final breakfast in a location is my first chance to reflect on the past week of meetings. Reflect on what exactly? - People I’ve met, of course - Surprises I’ve stumbled across, both pleasant and disappointing - The challenge I’m trying to address - Lessons learned about the overall market and talent pool - My process and areas for improvement For me, this step really helps crystalise the core of my black and white commentary. It helps refine my way of working and identify areas for improvement. From experience, ignoring this step makes any close process much more challenging, as well as keeping me stagnant. #reflection #process #recruitment #realestaterecruitmentredefined #realestate #property #engineering #utrecht Urbana Search Steve Simmonds

Employment trends matter! I'm not surprised, though fascinated, by Chelsey Dulaney's article in today's Wall Street Journal. While many cling to the adage "location, location, location", my commercial real estate experience has conditioned me to promote "people, technology, place". Place (i.e., location) matters less if companies can outsource the right people (at the right price), give them the necessary technology to perform. The immediate impact of white collar outsourcing may be difficult to measure, however if the trend continues over the long term, it has the potential to further erode office occupancy across the USA. What do you think? Is this a trend that will endure? #sior #rebny #leeassociates #commercialofficespace #outsourcing https://lnkd.in/eG8gEEQj