Talking Talents & Hiring

Updated: Feb 8


Like many, my first jobs were in the restaurant industry. Over time, I went from fast food worker to hostess then to server and bartender. I rarely held a job longer than one year until I was 23 years old. Once I learned everything I could in one restaurant, I'd hop to the next.


This being my background, at my core, I know why employee development is not a top priority for owners or managers in high-turnover entry-level jobs.


I wanted to change that in the bakery I launched in 2012. I wanted a food business that centered around people's growth. I knew my employee's wouldn't be with me forever, but while they were, I wanted them to feel valued and heard. I wanted them to have a sense of purpose and understand where they were going with their life with the understanding that my bakery was just one step in that whole experience. I sincerely wanted my employees to grow up and out of my business and into higher paying jobs.


My rationale was that if I created an ecosystem that values people, they would help my business in the long run. Employees turned into customers as this dream became a reality. And, instead of x-employees, they became a group of alumni and were encouraged to stay in touch.


At the base of growing this people-forward work culture was CliftonStrengths (previously StrengthsFinder). A friend of mine introduced me to CliftonStrengths and since then, I’ve spent more time working in my talent themes and more time hiring people to work in areas I lack talent. I love this framework so much, I’m now certified through Gallup to perform individual and team development with CliftonStrengths.


By having the language to communicate my inherent talents, I grew my team from one employee to 15 employees. Even now growing BCC, I know what to look for in new hires. If I can use this in a bakery setting, can you imagine what it can do for your team?


Here’s a sample of what I gained by knowing my CliftonStrengths.

✔️ having a common language to talk about strengths/weaknesses.

✔️ knowing my strengths and that of my team, I can manage around my weaknesses.

✔️ focusing on what the employee does well and managing or supporting their weaknesses.

✔️ knowing how to reward an individual for their work.

✔️ developing a growth-relationship with employees.

✔️ gaining employee loyalty (mine was a high turnover industry, and this lowered my turnover rate substantially)

✔️ turning previous employees into alumni and in-turn future customers (and friends!).

✔️ and so much more!


It all starts with you. Let's dig in! 💞Book a free consultation to learn more about the cost and to schedule your 4-session package.


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