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.

Restaurant sales are going up, but that doesn’t mean more customers are walking through the door.In July, 47% of restaur...
09/01/2026

Restaurant sales are going up, but that doesn’t mean more customers are walking through the door.

In July, 47% of restaurant operators reported higher same store sales. At the same time, 49% said customer traffic was down.

This was the 17th month out of the last 18 with an overall decline in traffic.

So where is the extra revenue coming from?

For many restaurants, it could be higher menu prices, larger checks, or more takeout and delivery orders.

That is why monthly sales alone should not determine how many people you schedule.

Take a closer look at:
• Customer traffic during each shift
• Sales and labor costs by shift
• Revenue per employee
• Dine in, takeout, and delivery volume
• Overtime and how often managers cover open positions

The sales report shows how much the restaurant earned. The daily numbers show when the team is stretched and where staffing is actually needed.

Are you seeing higher checks but fewer customers at your restaurant?

Has it changed the way you schedule your team?

Source:
National Restaurant Association
Same-store Sales and Customer Traffic

08/29/2026

Guests may never know your hotel is short-staffed. But they can feel it.

They feel it when check-in takes longer, their room isn’t ready, or service slows down during the busiest hours.

When key positions stay open, employees take on more tasks and managers step in to cover the gaps. Keeping service consistent becomes harder and guests notice.

They notice it in the experience they have, the reviews they leave, and whether they choose to return.

Your team doesn’t just fill shifts. They deliver the experience your brand promises.

Reliable service starts with a reliable team.

08/24/2026

A vacancy rarely affects just one position.

When a role stays open, the work doesn’t disappear—it spreads across the business:

• Team members take on more work and risk burnout.
• Senior employees repeatedly spend time training new hires.
• Managers juggle schedules instead of focusing on operations.
• Service quality becomes harder to maintain—and customers notice.

Filling a position quickly is not always the same as solving the problem.

If your business keeps hiring for the same role every few months, the challenge may go beyond recruiting. It may be time to rethink your workforce plan.

Hiring covers today’s gap. A long-term staffing strategy helps keep the entire business moving when someone leaves.

How much management time has turnover cost your business this month?

08/19/2026

Your production is growing. Is your workforce keeping up?

In manufacturing, open positions can affect more than hiring.

They can put more pressure on your team, disrupt shifts, and slow production.

If the same positions are hard to fill again and again, it may be time to plan further ahead.

For eligible U.S. employers, EB-3 can be one option to support long-term hiring needs.

The goal is simple: have the people you need to keep the business moving.

Plan beyond the next vacancy.

📩 Message WINBI to learn more.

08/16/2026

Hiring shouldn’t feel like an endless loop of damage control.

A position opens. The team absorbs the pressure. HR rushes to recruit. The role gets filled.

And before long… you’re back at square one.

For growing businesses, reactive hiring can drain more than budget. It can increase pressure on teams, consume management time, and slow business momentum.

Sustainable growth requires workforce readiness, not last-minute scrambles:
-Anticipate workforce gaps before they become urgent
-Build access to qualified talent pipelines ahead of demand
-Explore broader hiring channels, including international talent
-Coordinate the process in a more structured way
-Plan workforce capacity around long-term business needs

At WINBI, we work with U.S. employers to explore international talent solutions as part of a broader workforce strategy designed to support long-term growth.

Is your current hiring model a strategy, or just a series of urgent reactions?

08/14/2026

One vacant position can create more than one challenge.

When hiring becomes a repeated cycle, the pressure often spreads across the team, from heavier workloads to less time for daily operations and long-term growth.

For businesses with ongoing workforce needs, planning ahead can make a real difference.

At WINBI, we work with U.S. employers to understand their staffing needs and explore international workforce solutions that support greater stability and business continuity.

Plan beyond the next vacancy.

WORKFORCE NEWS | MORE JOBS DO NOT GUARANTEE EASIER HIRINGThe latest Business Employment Dynamics report from the U.S. Bu...
07/30/2026

WORKFORCE NEWS | MORE JOBS DO NOT GUARANTEE EASIER HIRING

The latest Business Employment Dynamics report from the U.S. Bureau of Labor Statistics points to private-sector employment growth in the fourth quarter of 2025.

The report measures job gains at opening or expanding establishments and job losses at closing or contracting establishments. It does not directly measure:

• How difficult positions are to fill
• Employee retention & turnover rates
• Local market and skill-specific shortages

For employers, the report raises three practical questions:

RETENTION: Are we keeping the employees we hire?
CAPACITY: Can our current workforce support future growth?
PLANNING: Are we preparing for workforce gaps before they disrupt operations?

What is the greater challenge for your organization today: finding workers or retaining them?

Data source: U.S. Bureau of Labor Statistics — Business Employment Dynamics, Fourth Quarter 2025
https://www.bls.gov/news.release/cewbd.nr0.htm

Follow WINBI for data-based updates on U.S. workforce and employer trends.

07/28/2026

YOUR BIGGEST LABOR COST ISN’T WAGES.
IT’S TURNOVER.

Competitive wages are a necessary investment.

But repeatedly paying to recruit, onboard, and train replacements? That’s where labor costs begin to multiply and profit margins begin to shrink.

Every time an employee leaves, the cost goes far beyond filling another empty position.

You’re not just losing a worker, you may also be paying for:
• Overtime to keep operations running
• Delayed production or missed client deadlines
• More time spent interviewing and retraining
• Burned-out supervisors covering extra shifts
• Lower productivity while new hires learn the job

📊 Did you know?
According to Gallup, replacing an employee may cost approximately 40% to 200% of their annual salary, depending on the role.

One resignation may be manageable.

A pattern of resignations can disrupt operations and hold back growth.

For U.S. employers with ongoing workforce needs, one long-term option to consider is the EB-3 employment pathway. It allows eligible employers to sponsor qualified foreign workers for permanent, full-time positions through a regulated immigration process.

⚠️ Full transparency: EB-3 is not an overnight staffing solution.

It requires advance planning, financial readiness, patience, and compliance with applicable U.S. labor and immigration requirements.

But for businesses thinking beyond the next shift, long-term workforce planning can create greater operational stability and become a meaningful competitive advantage.

Don’t just fill positions.
Build a workforce that supports long-term growth.

📩 Ready to plan beyond your next hiring cycle?
Contact WINBI today to explore long-term workforce solutions:
📞 Call/Text us: +1 888-883-8054
💬 Direct Message: Send us a message right here on Facebook

REPLACING ONE FRONTLINE EMPLOYEE CAN COST ABOUT 40% OF THEIR ANNUAL SALARY.❓ HOW MUCH DID EMPLOYEE TURNOVER COST YOUR BU...
07/24/2026

REPLACING ONE FRONTLINE EMPLOYEE CAN COST ABOUT 40% OF THEIR ANNUAL SALARY.

❓ HOW MUCH DID EMPLOYEE TURNOVER COST YOUR BUSINESS LAST QUARTER?

Employee turnover is more than an HR inconvenience. It can drain your budget, disrupt daily operations, and slow business momentum.

In May 2026 alone, approximately 3.1 million U.S. workers voluntarily left their jobs, according to the U.S. Bureau of Labor Statistics.

Gallup research highlights two costly realities:
🔹 42% of voluntary turnover may have been preventable, according to employees who left their organizations.
🔹 Gallup estimates that replacing one frontline employee can cost approximately 40% of that employee’s annual salary, excluding less measurable losses in team morale and organizational knowledge

The true cost of turnover goes far beyond recruitment. It can create a domino effect across your entire business:
⏱ Time spent recruiting, hiring, and onboarding replacements
📉 Productivity gaps during workforce transitions
⚠️ Increased pressure on remaining employees
⚙️ Disruptions to daily operations
🤝 Inconsistent customer service

Repeatedly filling open positions through short-term hiring may address an immediate staffing shortage—but it does not, by itself, create long-term workforce stability.

Short-term fixes can keep businesses trapped in a costly hiring cycle. For eligible U.S. employers, the EB-3 program provides a structured pathway to sponsor qualified international workers for permanent, full-time positions—supporting the development of a more stable, long-term talent pipeline.

USCIS states that EB-3 sponsorship generally requires a permanent, full-time job offer from a U.S. employer. The Department of Labor’s permanent labor certification program also allows qualifying employers to pursue the permanent employment of foreign workers in the United States.

EB-3 can serve as a strategic component of long-term workforce planning, helping eligible businesses pursue greater staffing continuity, operational consistency, and sustainable growth.

WINBI supports U.S. employers in exploring and navigating EB-3 sponsorship as part of a long-term workforce strategy.

💡 Ready to build a more stable workforce through EB-3?
👉 Contact WINBI today to discuss an EB-3 sponsorship strategy for your business.

📞 Phone: +1 888-883-8054
🌐 Website: www.winbillc.com

Sources: U.S. Bureau of Labor Statistics, Gallup Workplace, U.S. Citizenship and Immigration Services, and U.S. Department of Labor.

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