AtWork Group Makes Entrepreneur’s Franchise 500® List
KNOXVILLE, Tenn. – Jan. 20, 2017 – AtWork Group, a top U.S. multi-specialty staffing franchisor, was recently named to Entrepreneur’s 2017 Franchise 500 list®. The company jumped 210 spots from their 2015 ranking of 349 to No. 139 in 2017.
Entrepreneur Magazine ranks the top 500 franchises every year and publishes the list in its January edition. The “Franchise 500 list” is known within the industry as a reliable and comprehensive list of America’s best franchises based on the magazine’s criteria for financial strength, stability, growth rate and size of the franchise system.
“Being ranked on Entrepreneur’s Franchise 500, let alone jumping 210 places on this list, is tremendously gratifying,” said Jason Leverant, president and chief operating officer for AtWork Group. “We stay true to our mission to believe that each franchisee should make ownership decisions without feeling restricted by a corporate office, while still receiving top level training and unlimited operational support and expertise. We can’t wait to carry this momentum into 2017 and beyond.”
AtWork Group Ranked Top 100 Franchise, Fastest Growing Franchise
KNOXVILLE, Tenn. – Jan. 28, 2017 – AtWork Group, a top U.S. multi-specialty staffing franchisor, ranked on the 2017 Top 100 Franchises list by Franchise Gator, an online directory that specifically focuses on national franchises. AtWork was listed as No. 20 in the top 100 franchises of 2017, and it also received the ranking as No. 35 for Fastest Growing Franchise.
The online franchise directory developed the rankings to help prospective franchisees identify top opportunities for growth, as well as affordable investments for the average franchise buyer.
“Being ranked in the top 20 on Franchise Gator’s Top 100 Franchise List and named one of the fastest growing franchises is extremely gratifying,” said Jason Leverant, president and chief operating officer for AtWork Group. “It’s a testament to our franchisees’ hard work and dedication, helping to make AtWork not only a great franchise choice in a growing industry, but also a forward-thinking firm with a successful business model.”
Create Your "Most-Wanted" List
By Dr. John Sullivan
One of the most frequent questions that I get is, "What are the best practices in recruiting?" Well, one best practice that always appears near the top of my list is developing a "most-wanted list."
Unfortunately, this approach is rare in the corporate world, where 100 percent of all hiring is "immediate need hiring." What this means is that when a manager has a sudden opening as a result of new budget or turnover, they go to Sourcing and ask for help in quickly filling their immediate need. But what if your recruiting target was Stephen Curry or someone of that caliber? You would be relying on what I call "coincidence hiring" in order to capture him. It's called coincidence hiring because it would be a pure coincidence for Mr. Curry to be available during that precise window of time when you have a job opening available for him.
Go From Working 60 Hrs a Week to 40
By Robbie Abed http://firemeibegyou.com/
I'm convinced 95% of cubicle workers who work over 60 hours a week constantly can cut it down to 40-45 hours by sending 2 emails a week to their boss:
Email #1: What you plan on getting done this week
Email #2: What you actually got done this week
That's it. These 2 emails will prevent you from working 60 hours a week, while improving your relationship with your boss and getting the best work you've ever done.
Stop Productivity Vampires
Sometimes setting a motivational fire within the team can be useful if it jolts people out of complacency--or sheer laziness--and gets them back to work. Since teamwork rules in the business environment, having team members who don't shoulder their share of the load can jam the work process gears, bringing productivity to a halt. Not only do slackers slow team efficiency, their attitude may infect others.
Don't automatically assume your slackers realize what's happening. Their poor performance may not be deliberate. They may be so worried about something at home they can't do a good job at work. Possibly, they lack the right training to do as well as they should. Perhaps they're overwhelmed, not a good fit for their jobs, or bored. Maybe they don't recognize their own incompetence. So before lowering the boom, start with these corrective actions: