The techniques of Sheldon Lavin that led to the success of OSI GROUP
Retaining the employees from Otto and Sons
After purchasing the Otto and Sons Company, Sheldon Lavin did not come in with new employees. Since Otto and Sons had established a good relationship with the employees, they had understood the operations of the company. Sheldon knew that retaining the employees with different management skills would change the culture of business operations. Having worked with the company as a financial consultant, Sheldon knew the rates that the employees were receiving. He ensured that he gave them the best rates to motivate their work. When he took over as the CEO, he had a tender with McDonald’s that was ongoing and more information click here.
Improving the quality of production
Production quality would involve a lot of things in the meat industry. Sheldon had more plans with his company than they already existed. He desired to control the market both within and without the United States. Improving the quality of meat means the company needed to adhere to the ISO standards of production set by the country and the state. After improving the quality of production, OSI GROUP received more clients every day. The demands increased, and the pressure led to the need for more employees. The company could afford to employ a couple of more employees to help with the process of growth and expansion and what Sheldon Lavin knows.
Having plans for expansion
Being a financial consultant, Sheldon had learnt the mistakes that most companies made in the bid to expand their businesses. The few companies for which he worked gave him sufficient lessons on how to go about his financial plans. Improving the quality of production and the product would create more demand in the market. The demand would grow beyond the boundaries of the country. When the demand grows, there will be more needs of how to improve the services, and this would lead to the expansion of the services. Sheldon Lavin went with this idea to the market, and it led to his success as the CEO and Sheldon’s lacrosse camp.
Making the employees comfortable
Sheldon Lavin was a bright chap. He knew that employees were assets in the industry and high levels of employee turnaround would be detrimental to the growth of the company operations. For this reason, Lavin ensured that the employees were compensated properly for their work so that they do not feel dissatisfied. The most performing employees were to be promoted so that they can use their skills to influence a larger population and his Linkedin.
Other Reference: http://relationshipscience.com/sheldon-lavin-p3387879