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WINBI Long-term EB-3 workforce solutions for U.S. employers. Serving manufacturing, hospitality, warehousing, healthcare, staffing, nail salons and essential services.

A fifteen year employee of the Utah National Guard, Phil Nguyen is familiar with the commitment required for success. His wife, Jennifer Ha, a partner in a prestigious law firm, is equally acquainted with the dedication required for achieving prosperity. When an associate approached this couple with the Nu Skin opportunity, they were initially skeptical that such a radically different approach to business could offer them the potential for success they were seeking. After researching in detail, the couple decided that starting as business builders was a sound step in creating a potential additional stream of revenue for their family. Phil declares, “When we started this business, we didn’t have any specific dream for our efforts. We just wanted to earn enough to get free products. But as we committed ourselves further, we realized that we could achieve something greater for our family – the ability to spend more time with our children. With our traditional careers, my wife and I, respectively, never have had the proper amount of time to be with our loved ones. Now I can dedicate a larger portion of time to them, and we are working hard with Nu Skin to one day allow Jennifer to do the same.”

The key to their continued success has proven to be their resolve to always take action, never waiting for results to occur. In addition, this couple has remained coachable, despite their extensive experience and professional expertise. Phil recalls a defining moment in following an up line’s counsel, “… We were building our California team, when my sponsor decided that within an hour’s time we were going to drive out there and support our partners in person. I called my wife and asked her to look after our kids, picked up a rental car, and then set out with my sponsor. We drove twelve hours through the night to reach our friends by morning. As a result of our willingness to take immediate action, we now have an incredibly robust team filled with hard working professionals in that wonderful state. You’ve got to take this business seriously if you want serious results.”

With such enthusiasm and commitment, Phil Nguyen and Jennifer Ha continue to expand their organization of customers and distributors and to advance in title. They demonstrate their difference by encouraging their team to adopt similar behaviors, to follow the system laid out by their leaders, and staying positive in the face of adversity.

Production growth depends on more than equipment and capacityIn NAM’s Q3 2026 Manufacturers’ Outlook Survey, respondents...
10/14/2026

Production growth depends on more than equipment and capacity

In NAM’s Q3 2026 Manufacturers’ Outlook Survey, respondents projected production growth of 3.8% over the next 12 months.

For plants preparing to increase output, the staffing plan needs to account for more than the number of people to hire.

• If experienced operators train new hires, who covers their regular work?

• How long will new employees need before they can work safely and independently?

• Will each shift have the skills needed to meet the production schedule?

An employee’s start date is only one milestone. The plan also needs to account for training time and how regular production will be covered while new hires learn the job.

Recruitment and training timelines belong alongside equipment capacity, materials, and delivery schedules when planning an increase in output.

Will each shift have enough trained people when the additional production is scheduled?

Source: NAM Q3 2026 Manufacturers’ Outlook Survey. Link in the first comment.

10/12/2026

Hiring takes time. Production won’t wait.

Filling a vacancy doesn’t mean your production line is ready.

For manufacturers, the real challenge isn’t just having enough people. It’s having the right skills in place when production needs them.

When staffing falls behind, the pressure spreads:
• More overtime for existing employees
• Supervisors stepping in to cover shifts
• Less flexibility to handle changing production demands

That’s why workforce planning needs to be part of business planning, not just an HR responsibility.

The question isn’t simply how fast you can hire. It’s whether your workforce will be ready when your business needs it.

At WINBI, we believe stronger workforce planning starts with understanding the realities of daily operations and preparing for long-term needs.

10/07/2026

One open position doesn’t mean the work stops

The work still has to get done.
Shifts still need coverage.
Managers still have to adjust schedules.
And the rest of the team often ends up carrying more.

At first, it may look like just one vacancy.

But when that role stays open too long, the impact starts showing up elsewhere more overtime, harder scheduling, more time spent covering gaps, and more pressure on the people already there.

That’s why hiring isn’t only about how quickly a company can fill a role.

The bigger question is: What is the business absorbing while that position stays open?

And when a role stays open too long, what usually gets harder first?

A company can hire more people and still gain very little workforce capacityIn August, nondurable goods manufacturers ma...
09/30/2026

A company can hire more people and still gain very little workforce capacity

In August, nondurable goods manufacturers made 145,000 hires, up 31,000 from July.

At the same time, quits increased by 28,000 to 97,000, while the quit rate rose from 1.5% to 2.0%.

More hiring may look like growth. But when quits are rising too, part of that hiring effort may simply be replacing workers who left.

That is why hiring numbers alone do not tell the full story.

The bigger questions are:
How many hires added new capacity?
How many replaced employees who left?
Which positions keep reopening?
When is turnover happening?

Recruiting activity is not always the same as workforce growth.

Are there certain positions your company keeps having to fill again and again?

Source: U.S. Bureau of Labor Statistics, Job Openings and Labor Turnover Survey, August 2026.

09/25/2026

One open shift can affect more than one day’s schedule.

When an employee’s work authorization changes, someone may need to cover their hours. The team takes on more work, while a manager faces another staffing decision.

Keeping Form I-9 records current and cross-training staff can help businesses prepare. It also helps to look at a longer-running question: which roles keep becoming vacant?

That is where longer-term recruitment planning becomes valuable. We share more in the video.

Which roles are hardest to keep filled in your industry?

Let us know in the comments.

09/23/2026

If you keep hiring for the same role, what is it costing the people who stay?

Another shift to cover. More overtime. Less time to train new hires.

Before posting that job again, look at why it keeps opening up. Pay, scheduling, and working conditions are worth checking, because more recruiting won’t fix why people leave.

If the role is a permanent business need, it’s worth planning beyond the next vacancy.

At WINBI, we help employers explore international recruitment, including EB-3 for certain permanent, full time roles, and coordinate the process alongside immigration counsel. These options take time, so starting early matters.

Which role have you had to fill more than once this year?

What does the national labor market actually tell you about hiring in your own market?In August, only four states posted...
09/19/2026

What does the national labor market actually tell you about hiring in your own market?

In August, only four states posted statistically significant job gains, while employment was essentially unchanged in 46 states and Washington, D.C.

But for employers, the national picture is only part of the story.

Hiring conditions can look very different from one market to another and sometimes from one role to another within the same market.

Before finalizing your next hiring plan, it may be worth looking at three things together:
• What is happening in your local labor market?
• Which positions keep becoming difficult to fill?
• How long are those positions staying open?

If the same hiring gaps keep coming back, the question may no longer be just “How do we fill this opening?”

It may be time to ask: What workforce will we need to support the business over the next few years?

That’s where workforce planning begins.

Which role has become consistently difficult to fill in your market?

Source: U.S. Bureau of Labor Statistics, State Employment and Unemployment – August 2026, released September 18, 2026.

09/17/2026

Hiring the same role again and again can become part of the routine. But the pattern is worth paying attention to.

A short-term hire may solve today’s staffing gap. When the same need keeps returning, however, it may be time to look beyond the next vacancy and consider what the business will need over the longer term.

Sometimes, better workforce planning starts simply by recognizing what keeps repeating.

Is there a role in your business that always seems to come back?

🇺🇸 🇺🇸 Happy Labor Day 2026!Today, we celebrate the hard work and dedication of workers across every industry.No matter t...
09/07/2026

🇺🇸 🇺🇸 Happy Labor Day 2026!

Today, we celebrate the hard work and dedication of workers across every industry.

No matter the role, their work supports families, keeps businesses running, and strengthens our communities.

From all of us at WINBI, thank you for all that you do. Wishing you and your loved ones a relaxing and well-deserved Labor Day!

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332 E 3300 S, STE 201
South Salt Lake, UT
UT84115

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