June 23, 2026

Position of Market Dominance as Employer of Choice - Powerful Business Strategies

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Transcript

Position of Market Dominance as Employer of Choice – Your competition is fighting for the same customers, but they're also fighting for the same employees. Most business owners have a position of market dominance for their customers but nothing for their employees.

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Hi, you live then too, censure.

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Wow for you.

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This is the pipemin here on the Avengers Pipe Man

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W four c Y Radio with our powerful business strategy

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expert Michael Barberita here for to give us some great

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strategies and clean Today we're going to talk about position

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of market dominance as employer of choice. Tell us what

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it's all about, Michael will do.

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Dan, thanks for having me so.

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As as you know from previous shows, the position of

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market dominance is the problem the customer has it doesn't want,

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and the solution they want they can't find.

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You come up with that combination and you'll get more

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business that you can handle. If it's the right problem.

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You get to identify the right problem.

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So a lot of my clients have come to me

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and asked me, you know I'm having problems getting good people. Well,

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it involves a little bit more than just the what

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I'm about to say, but not much more, and that

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is this a position of market dominance works extremely well

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with customers, but it also works extremely well in finding

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employees and becoming the employer of choice because you're identifying

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the problem the employee has that they don't want along

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with the solution that they're looking for that they can't find,

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So it not the position of market dominance not only

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works with customers and acquiring customers, acquiring leads, and converting

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people into your process, but it also helps you become

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the employer of choice because you're identifying problems employees have

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that they don't want, that they are looking for and

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they can't find it anywhere, or they can't find it

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many in many places, and that's that's the value. That's

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how an employer can become an employer of choice by

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really brainstorming the problems that employees have. And one great

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way to do it is asking your current employees why

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they like working there and getting feedback from them as

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to how things can improve and if you can make

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that improvement, that's a problem that you're solving for a

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new employee.

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So interviewing your employees.

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Is really important in terms of getting a perspective as

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to what problems that they have or what they like

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about working there, and if it's just running the mill

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stuff that they give you, you've got to figure out

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what the real problem is that that that employee has,

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because you're going to stand out if you can identify

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those problems solve them. You're going to say it, you're

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going to stand out, You're going to become the employer

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of choice. So we've always talked about position of market

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dominance as a marketing strategy, and it is, but it's

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also an employee acquisition strategy as well, and so it

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works well on both sides of the of the dynamic.

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So tell us a little bit about how people can

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find out more from you about this and what strategies

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you could implement for them.

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Well, what we do with it's a whole The Position

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of Market Dominance Employer of Choice is a ninety day

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program that we have. We have a ninety day program

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for ninety days to pass cash. It's a cash flow program.

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So we have that.

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We have a ninety day program called Position of Market

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Dominance Employer of Choice. We have a ninety day program

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called Position of Market Dominance. So to get more information

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is you go to our website. You go to the

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contact page. Our website is NEXTTEPCFO dot net. Go to

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the contact page, fill out the contact form and write

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in the description section employer of Choice. And then what

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we would do is it's a ninety day program because

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it involves understanding the culture of your company.

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It involves really dig and how you go about it.

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Also involves how you go about finding the problem that

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the employees have that they don't want, And it also

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involves taking a look at your benefits package, maybe streamlining that,

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maybe even reducing it. I've seen situations where we reduced

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it because whatever benefit that that company had was not

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a real problem that employees had. So if it's not

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a real problem that they have, then you know, why

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offer it? Why and why promote offering it if it's

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not a problem that.

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They have, and maybe it's not a benefit fit to

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them if it's not a problem they have.

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Yeah, exactly, So if it isn't, Yeah, so you know

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you've gotta You've got to kind of review those things

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as well, uh, in terms of your benefits that you're offering.

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And like I said, if you've got to really stot

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understanding what employees problems are through your employees number one.

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Number two, I've also done it with in my situation, uh,

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in hiring employees. I've also done it in interviews where

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I don't like the person that much and I don't

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think I'm going to hire them, I still want to

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ask them what is problem, you know, what the problems

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that he has with with other places that you know,

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he chose to interview here, so you could actually you

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can actually get feedback from from interviews.

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And by the way, you can do it with a

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good interview too.

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With someone you want to hire, you can do with this,

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but you can do it with somebody you still want

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to hire as well.

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Well.

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You getectives too, right exactly.

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And look, the whole thing in both marketing and finding

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employees is identifying that problem that they have and they

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could be with it.

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Many times. The problem they have is with the industry.

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In other words, from a marketing standpoint, they have a

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you know, the customer has a problem with contractors not

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shown up on time or making a mess of the

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house after they leave all that, so you will deal

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with you address those issues in your marketing and the

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same thing with marketing for employees. You find you've got

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to find out what is their hot button, what what

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what turns them on about a company, because ninety percent

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of the time it's not money.

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It's not money.

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So in the contracting business, it's career development and career paths.

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There's no real career path for a carpenter. You know,

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they could be a lead, but that's it. You know

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what we've done with many of my clients in the

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construction businesses, we've had levels of compentry. So coppenter one

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is at the entry level, but then you can get

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promoted to coppenter two. In order to get promoted to

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competent to two, you have to understand this, this, this,

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and this and then cop it to three before they

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become a lead.

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But it's a career path. Career path. That's something that's

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missing in the trades.

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Yeah, that's true. And so why do you think businesses

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may not focus on market dominance with their employees or

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you know, maybe why don't they you know, why don't

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they even think about it? Sometimes?

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Well, they just they they look at the messages that

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the one adds and the messaging that they've been attracted

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to and or has historically worked or is what everybody

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else is doing. Okay, look at other people's ads and

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say I'll copy that. They copy it, and but but

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if it doesn't identify the problem the customer has, you're

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not going to get the action, and you're not going

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to get the quality.

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You're gonna get the you know the scrubs.

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Is there ain't disadvantage to them putting a focus on

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those employees, on the market dominance with the employees. Is

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there a benefit to an employer Why they wouldn't want

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to do that?

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Oh?

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No, other than that's different. You know, change, change is hard, uh,

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Dean change hard. It's hard for some business owners just

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repel it, uh completely. And I can never work with

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that kind of situation. You have to be open minded, uh,

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in order to work with me, because we create strategies

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that your competition isn't doing.

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So yeah, that's change. That's changed, and change is difficult.

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I was just having this discussion last night with my son. Actually,

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you know, like in the industry I'm in, you either

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change or you die, because when technology is moving so

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fast and things are evolving so fast, because so you

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constantly have to reevaluate. And we were talking about a

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perfect example of the absolute disaster when you don't change

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and you're resistant to change and you don't want change.

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And that's the company IBM, because they're still to this

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day and we're talking about we're going back like forty

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years to this day, they still haven't figured it out,

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and still they were the serious dominant technology company, but

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they refuse to let the main frame go away, and

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they were very resistant to Bill Gates idea of a

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PC in every home and here we are you know,

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you know so, And to this day they still struggle

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and they will never be the relevance they ever were

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again because of the resistance to change.

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Yep. And and business owners are the same way. It's hot.

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Change is hard, yeah, and it's hard to convince business

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owners to change, especially when they have a certain you know,

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parochial method that they've always used and you know that's

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always worked.

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Well. Well, I say, I think it's a different now.

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Yeah, I say they need to reach out to you

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and schedule something with you, because the only thing constant

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in life is change.

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There you go. I agree.

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Thanks once again, Michael, and uh we'll see you next

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week as we are going to build some twenty twenty

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seven strategic plans in quarter three. So everybody, thanks for

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listening to the adventures of pipe Man and our powerful

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business strategies with our resident expert from NeXTSTEP CFO Michael Barbarita,

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and we will see you again next week.

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Thank you for listening to the adventures of pipemen on

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w for Cui Radio

Position of Market Dominance as Employer of Choice - Powerful Business Strategies

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