On this episode of Industrial Talk, we're onsite at Accruent Insights and chatting with Kristi Flores, CMO with Accruent about collaborating with your user community to solve operational challenges.  Here are the key takeaways:

• Focus on innovation. Accruent is investing in innovation to help its customers solve their biggest problems and improve their bottom line. This includes developing new products and services, integrating its products to create a more seamless user experience, and using AI and machine learning to automate tasks and improve decision-making.
• Create purpose-built solutions for different industries. Accruent understands that the needs of its customers vary depending on their industry. That's why it develops purpose-built solutions that are tailored to the specific challenges faced by each industry. For example, its solution for the medical industry is different from its solution for the manufacturing industry.
• Embrace a culture of experimentation. Accruent encourages its employees to experiment with new ideas and technologies. This helps the company stay ahead of the curve and identify new opportunities to help its customers.
• Make data meaningful. Accruent is collecting data from its customers' assets and equipment. However, it's not enough to just collect data. Accruent is also working to make the data meaningful by using AI and machine learning to identify trends and patterns. This helps customers make better decisions about how to maintain their assets and equipment.
• Deliver value to customers. At the end of the day, Accruent is focused on delivering value to its customers. This means developing solutions that help customers solve their biggest problems, improve their bottom line, and make better decisions.

Here are some additional thoughts from the conversation:

• The pace of innovation is accelerating. The pace of innovation is accelerating, and Accruent is committed to keeping up. This means investing in new technologies and developing new solutions that meet the needs of its customers.
• The human factor is important. Technology is only one part of the equation. Accruent also understands that the human factor is important. That's why it's focused on making its solutions easy to use and understand.
• The future is bright. Accruent is well-positioned for the future. It has a strong track record of innovation, a deep understanding of its customers' needs, and a commitment to delivering value. I'm confident that Accruent will continue to be a leader in the asset management space for many years to come.

Also, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2023. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy!

KRISTI FLORES' CONTACT INFORMATION:

Personal LinkedIn: https://www.linkedin.com/in/kristiflores/

Company LinkedIn: https://www.linkedin.com/company/accruent/

Company Website: https://www.accruent.com/

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OTHER GREAT INDUSTRIAL RESOURCES:

Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/

Industrial Academy: https://industrialtalk.com/industrial-academy/

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The post Kristi Flores with Accruent appeared first on Industrial Talk.

Industrial Talk is speaking with Chris Pepin, Founder and Adrian Messer, VP with Progressive Reliability about “maintenance debt and finding the right M&R talent”. Get the answers to your “Reliability Hiring” questions along with Team Progressive Reliability unique insight on the “How” on this Industrial Talk interview!

Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2023. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy!

CHRIS PEPIN'S CONTACT INFORMATION:

Personal LinkedIn: https://www.linkedin.com/in/chris-pepin/

Company LinkedIn: https://www.linkedin.com/company/proreli/

Company Website: https://www.proreli.com/

ADRIAN MESSER'S CONTACT INFORMATION:

Personal LinkedIn: https://www.linkedin.com/in/adrianmesser/

PODCAST VIDEO:

THE STRATEGIC REASON “WHY YOU NEED TO PODCAST”:

OTHER GREAT INDUSTRIAL RESOURCES:

NEOM: https://www.neom.com/en-us

AI Dash: https://www.aidash.com/

Hitachi Vantara: https://www.hitachivantara.com/en-us/home.html

Industrial Marketing Solutions:  https://industrialtalk.com/industrial-marketing/

Industrial Academy: https://industrialtalk.com/industrial-academy/

Industrial Dojo: https://industrialtalk.com/industrial_dojo/

We the 15: https://www.wethe15.org/

YOUR INDUSTRIAL DIGITAL TOOLBOX:

LifterLMS: Get One Month Free for $1 – https://lifterlms.com/

Active Campaign: Active Campaign Link

Social Jukebox: https://www.socialjukebox.com/

Industrial Academy (One Month Free Access And One Free License For Future Industrial Leader):

Business Beatitude the Book

Do you desire a more joy-filled, deeply-enduring sense of accomplishment and success? Live your business the way you want to live with the BUSINESS BEATITUDES…The Bridge connecting sacrifice to success. YOU NEED THE BUSINESS BEATITUDES!

TAP INTO YOUR INDUSTRIAL SOUL, RESERVE YOUR COPY NOW! BE BOLD. BE BRAVE. DARE GREATLY AND CHANGE THE WORLD. GET THE BUSINESS BEATITUDES!

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PODCAST TRANSCRIPT:

SUMMARY KEYWORDS

people, reliability, adrian, chris, world, company, asset, conversation, industrial, dedicated, person, progressive, professionals, reactive, maintenance, focused, culture, work, scott, pro

00:04

Welcome to the industrial talk podcast with Scott Mackenzie. Scott is a passionate industry professional dedicated to transferring cutting edge industry focused innovations and trends while highlighting the men and women who keep the world moving. So put on your hard hat, grab your work boots, and let's go.

00:22

Alright, once again, thank you very much for joining industrial talk, a platform that is dedicated to you industrial professionals all around the world, because you are bold, you are brave, you dare greatly. You solve problems, you collaborate, and you're making the world a better place. That's why we celebrate you on industrial talk, because you're worth it. And in the hot seat, we have pro rely. And we have two gents. Chris Pippin, as well as Adrian Messer, both are with this wonderful company. And you know, we're going to be talking about, yeah, there is a debt, there is a resource debt when it comes to finding the right reliability professionals to keep your project up and running. So let's get cracking. I enjoyed this. Because the reality is right, let's just let's just lay it on out there, you need to keep that asset, you need to keep that business run, and you need to be able to maintain that asset effectively, so that you can get the most out of it right. And given the changes that are taking place within industry, it is becoming more and more imperative to be able to do that. And do it effectively and finding the right people because it's always a people equation, always a people equation that is necessary to make sure that this asset, your asset, and you you know, you've got that business that is resilient Berlei right there. And we're going to have all the contact information for those two gents, as well as of the organization out on industrial talk.com. Now, we are, as I mentioned, we're creating this platform, this platform is really dedicated to education and and the more and more we work and connect with individuals and connect with businesses, it becomes more and more apparent that education is really necessary, because it's happening, and it's happening so fast. But I think one of the most important component outside of education, which you need to continue to just do is the ability to collaborate is the ability to be able to work with individuals that definitely want you to succeed, they're looking for help. Because every every conference, every organization that I've been to, there's this speed and and the way the speed is happening is that the only way you're going to keep up is with the ability to be able to collaborate, that's that's me. And finally, that innovation component. So you have that education, because it's happening fast, you have that collaboration component that is happening, because it is. And then third, you need to innovate because it never stops changing. And if you're an industry, that is a must, absolutely a must. And pro rely and others within the reliability space, are all dedicated to that all dedicated to this, this, need to educate, collaborate, and of course, innovate in everything that they do. Industrial talk is definitely the place to be able to do that. And, and and if you want to get a hold of me, yeah, just reach out, go out to industrial talk.com Reach out, say, Scott, I want to talk to you. And we need to tell your story, we need to be able to amplify that story. Because you are the heroes in this, this, whatever this industry world is, you're the heroes, you're making lives better, you just are not just here, but around the world. Thank you very much. All right. So I was broadcasting from smrp, the Society of maintenance and reliability professionals and of course, I know Adrian from that wonderful organization. And and what they're dedicated on is definitely the profession of asset management, asset reliability, maintenance, and the tools associated with being able to do that effectively. And to gain the insights necessary to be able to affect the maintenance in a way that keeps that asset are up and running. So SMRP If you're in a maintenance, if you're a reliability professional that is an organization that you must connect with smrp.org Anyway, a part of that is there is this ever focus on keeping those assets up and running as I continue to say, but the reality is, is that there's this resource debt, where do you find the right people? How do you retain the right people? What are we and Proreli has a wonderful model to be able to identify and procure those, those valuable and I mean valuable members of your team to be able to help you succeed and and there's no other way of getting around it. You need to be in the reliability game. And you need to have those the members to be able to do that. So Proreli that's P R O, R E, L i.com. Go out there. All right, let's get cracking with the conversation. Because it's, it's a, it's a good one. So here's Chris. And here's Adrian. Hey, welcome to industrial talk. Thank you, we have Adrian. And we have Chris. And we're going to talk a little bit about something a little bit more advanced in the world of reliability in the world of finding skilled professionals really focused in on your, your benefit, and this is the team, this team does it right then and there. Before we get into that conversation. Let's do a little background check. That sounds sort of overwhelming. But let's do a little background into Chris, give us a little 411 on who you are, Chris.

05:52

My name is Chris Pepin. I'm the founder and managing partner here at Progressive reliability. Been in the talent acquisition world for over a decade, and really, really passionate about the services that we've created here.

06:06

Well, that was pretty cool. That was quick and simple. But you can make it faster there. Right? Yeah, you can trust me. Don't give us a little background, Adrian.

06:14

Yeah, sure. Adrian Messer here with progressive reliability, serving as Vice President of executive services. Been in the maintenance reliability space for nearly 20 years. Fairly new here to progressive reliability as of April of this year, really enjoyed it, though. Met a lot of people talk to a lot of people. And it's fun, being able to help them be a resource for people looking for a solution or looking to make a next kind of move in their career to a better job and a better better environment.

06:47

The URL is pro rely that's PR, o r e l i.com. So make a note of that listener find out more connect with these two, wonderful and just team and the team at pro life. Okay. Here's the deal. We've had a number of conversations revolving around reliability, there's a ton of conversations and the conversations sort of involved in, hey, how do I manage that asset? What do I do? What are the strategies? Why is it important? And all of that? But sadly, there's a there's a human component there, right? So take us through about progressive reliability. What happens? What what makes that process? sort of unique? Can you do that there, Chris?

07:39

Sure. I think one of the first thing said of the year, that makes us unique, because we have a very big not to do list. So there's a lot of companies that do a lot of things, they have a lot of services, and we stay incredibly simple and therefore incredibly focused and powerful. And that is we purely work with maintenance and reliability professionals and professional and executive roles, finding them the right job. So Reliability Engineers, planners, schedulers, folks, everybody else's assists with that vibration analysts. That's the core of the folks who work with under our tire jobs, and then all the other companies competencies that support that. So we can find contract Reliability Engineers for special projects, we can find a team if you need six or eight, specialized tradespeople or craftspeople to support an initiative, we can get them there on site within 30 to 60 days. So we really that's, that's just the simple one, two punch of what we do within reliability, finding professionals, making sure they're plugged in making sure they're as qualified as possible, and eliminating all the noise on everything else.

08:44

Adrian, how. So? What is the problem that exists out there today in the reliability world, about managing and finding? I mean, come on, you know, these reliability professionals, really skilled individuals that have dedicated a lot of time, energy and effort and education to do and to deliver their crafts real well? What is this? What's the challenge out there?

09:14

Though, the challenge I quickly quickly realized when I started in this that the challenge was, you have, say a company's internal HR internal recruiters who are non technical people. They are tasked with finding highly technical people. So the challenge is, in most cases, they don't know where to look, they don't know the right questions to ask and they don't know how to find technical people. So that is the biggest challenge. So for us, you know, we look to really try to streamline the hiring process. You know, where we're most successful is when we partner with a company's internal HR, where we've got good communication, we've got good feedback, we've got good clear job descriptions and Everybody's kind of on the same page. So that's really what we're about, we want to really try to improve the candidate experience on their end as far as you know, their interviewing their, their feedback that they're getting from these potential offers, and in turn improving a company's own internal hiring practices.

10:21

That's a great point. Because, you know, if somebody said, Hey, Scott, I need a reliability engineer, right off the bat, if I'm an HR person, and I've got all these other things that I've got to sort of deal with, I wouldn't I wouldn't know. The questions I wouldn't it that would be a tough one. So is it safe to say that if I'm a company, and I recognize the need to manage my asset better, and and I don't have really the skill set? Can I go to progressive reliability and just say, Hey, guys, I have this, here's my asset, here's my business right here. Take me through that. And help me really try to identify and and find resources that make my business better. Is that Is that something that you have those conversations Chris,

11:16

do all the time, you know, we've got a 45 day process where we come in, we do, we set up the search, we get all the parameters, we have our internal process around it, and you should within within three weeks of the initiation and the search should have talked to five people through us. That's just that's how we do it. Because again, it's it's all we do. And that's our focus. Just first year doing this, I wouldn't say it's easy, or that we make it easy. You know, internally, it's still a difficult thing to do. However, it's what we do. It's what we do all day. So we find efficiencies, just by running through it over and over again. And we get the right people with the right culture match.

11:55

So you show it progressive reliability. You go on site, I'm company, I'm Alpha Company, and you come on side, you hear what I have to say. And then you have to do sort of an assessment is that is that what I'm hearing about just where we stand to sort of the as is assessment of my business from a reliability perspective, and then develop a plan of attack going forward? Is that what I hear Adrian,

12:19

pretty much, and it's no different. So it let's say you've got a piece of machinery, you've got a piece of equipment in your plant that keeps having failures over and over and over and over. And there comes a time when people say, Okay, we've got to do something. The same with some of these positions. So we have people contact us who have had these reliability focused positions open for several months to upwards of over a year. And they finally say, hey, we need some help, you know, we've got this position open, you know, we and they come to the trusted resource, they come to the people who they know that can deliver a solution to this problem that they're having over and over and over. So that's really the type of conversation that we have pretty often with with competencies.

13:06

So it can be both a macro assessment of the business and Okay, let's look at it from that perspective and come up with a really more comprehensive plan to the micro and say, Hey, your, your, your pump is having a, it's always going down. And for whatever reason it's going down and our our team of maintenance, people are just struggling with it. You can you can work with that one, right, Chris?

13:30

We can. So that's why we've got two different types of services, finding the full time person you need, or we need somebody in here for three, six months. And most importantly, the name of the game is knowledge transfer. So we don't want to put somebody in there to kind of create the codependent relationships that a lot of consulting companies do where you're always dependent on them to send somebody and send somebody, we want to get the right person out there. And we want to make sure that person's knowledge base transfers to your team so that we leave the company better than we found them.

13:57

Yeah, like that. That makes sense. That's the right way to do it. That is an out as I look at the form that you filled out, because Thank you very much for doing that. Because I like that. It makes me look over here at the other side. Chris, take us. Take us through the definition of what this this we see maintenance debt. define that for us. What does it mean? Yeah,

14:24

so this is what happens when facilities have incredibly understaffed for too long. A lot of times, especially in the reliability world, there's reactive and proactive facilities. And sometimes

14:38

I want to just lay it out there and I'm gonna pretty confident that's mostly reactive, FYI.

14:45

So when you're short staffed on reactive, that means that the brake fixes and the fixing it faster isn't even happening before you can get into your PMS and doing things to get ahead of things before they break. And overall, it just it caught causes a lot of chaos. And actually worse, it causes a lot of churn, people burn out, find another position, they go someplace else. So that constant reactivity, that constant actually being woken up in the middle of the night, to be brought back out to the plant to do a fix, that sort of thing wears people out in in, in the post 2020 work world, it's really chewing people up fast. So we want to help facilities, again, we can't work with everybody. So we're looking for the kinds of organizations and those kinds of cultures that want to get towards proactive, that want to take good care of their people that want to keep their people because, again, we want to leave our clients better than we found them. Importantly, take good care of our candidates, we kind of get people Yes, yeah. So that's, that's the piece where I wanted to flip it. Scott, you mentioned about the job description, a lot of companies are great in terms of advertising, here's what the job means to us the company. But there's four to seven job openings for every qualified person. So you need to start focusing on what's in it for the person, we kind of take the opposite approach and finding the best people out there and getting them tied up with the kind of roles that are going to further their career and build up build up on them. That's the kind of talent pool we want access to, as opposed to constantly just filling heads and charging fees. I mean, this is this is a really, really big shift in workforce that's taking place right now, not only do we have a generational one, but we have an entire new look at the way work happens in the last two to three years. So we you know, we want to make sure that we're playing an integral role in that we're putting people in healthier environments.

16:29

If I had a nickel every time I the conversation revolved around culture. And this is sort of interesting. And I think you guys are sort of balancing your, your on that. In a good sense. You're, you're you're walking a tight line, and they're tight line is, Hi, I'm, I'm a company. Yeah, I think I think reliability is important. And then I give me somebody that can do that. And then you put yourself out there and you, you work with individuals say, hey, go into this company, and do x, y, z, because they want to do that. You, Adrian, you have to vet that company to see if they're truly serious, because, again, if I had a nickel every time somebody says, Hey, we they say it, but then it just, you know, implodes on itself, and they go back to reactive, and that's just sort of the status quo, and we feel comfortable there. How do you how do you sort of manage that?

17:25

Yeah, I'm like you I wish I had a nickel for every time I've had a discussion with somebody who's looking to get out of a toxic work environment. Yes. culture. And, you know, again, when I first started in this, it surprised me. But then I thought, well, I really shouldn't have but you would think that people would only be making moves to for economic reasons, you know, for a better pay better salary. But the conversation is always centered around culture, work life balance. And, you know, there are a lot of companies out there that oh, yeah, they say that they do reliability, or we Yes, we are reliable. But there's a difference between actually putting action to that and just saying that we are reliable, or that I see reliability looking, you know, I

18:09

said, I'm gonna look at, y'all know, if you're looking at it's like, net.

18:14

Yeah. So you know, it's very rewarding, very satisfying to be able to take somebody who is looking for that better culture, that better work environment. And if they're in an environment where it's very reactive, where there's no reliability, and that person knows that there are better ways to do things, it's rewarding to finally place that person in the right environment that fits, you know, what they're looking for. And in turn, yeah, getting a little bump in pay. Now, the people that we place, granted, you know, they are making moves for increased pay, on average, about 20%. More with that move, but, you know, again, they're getting better culture, better work life balance, and they're put in a better position to where they can thrive and further grow and develop their reliability skills and their place in the industry.

19:08

So you can't avoid the conversation with me. Company the same. It might be a part of your, you know, 45 day process here. Why? Why did you why did you do this? Why did you wait so long to get here? Why Why? Why are your your why is your team leaving? And what? And you got to you got to fix that? Are you just going to continue to have that continued problem, just just, you know, festering the whole time. Do you have that conversation

19:39

there? Scott, there's a script. One of the first questions is why is this position of Rainer? Yeah, so we definitely want to understand and sometimes we just got a great client, flagship site. They need somebody right now. And the person that was in the role got promoted. It's like gap. That's what we work with. So that's working for we find out that or sometimes we'll find out, hey, somebody got promoted to this role. They, they didn't quite have the chops for it. So we need to go outside, but we promoted somebody from within, it's like, okay, so fail, you know, you want to groom people from within somebody didn't have it, we're keeping them, we're moving them in as different places, that works, too. So those are the kinds of things that we're sniffing out when we take on and assess it well, because we have a very thorough commitment in terms of our process. And our reputation is on the line with everyone we take. So we have to, you know, we're vetting each other. When we move at

20:34

that job that Chris just referenced, that's an example of one of those that the job would have been open for about a year, they finally threw their hands up and said, Hey, we need some help.

20:43

What Oh, I gotta ask them, What did they say? We don't know why. Why was it open for a year? What were what were they doing?

20:52

They actually were doing everything. They've got one of the best job descriptions we've ever seen. No way. Yeah, they do. So here's, here's the challenge, though. It's an old quote, that I love. If you have more than three priorities you have not. And so this is what happens a lot of time to HR, even in large organizations that have a dedicated recruitment team. There's so much demand for hiring constantly that how do you prioritize? It's it's kind of based on where's the noise, right, it tends to get reactive. Whereas when we come in on retained search, or we come in on a focus project, this is all we have to do. This is where we are we dedicated team member, we have somebody you know, with, with these kinds of retained searches, got a team member who spends half of their day on the roll until it's closed every day. That's what they do. It's just a matter of force and volume sometimes, you know, and the other thing is, we have, frankly, an exorbitant amount of tools. So you know, before we started this conversation, we talked about software, I have no less than seven subscriptions and data access, I've you know, we've got sources for work their entire day, all day, just finding names, numbers and emails for potentially qualified people for us to call through. So a lot of it is frankly, it's not sexy, it's just a volume of work that we put to and dedicate to something that an internal team just doesn't have. That's it's just it wouldn't, it wouldn't make any sense for a company to apply that much. Unless they were doing what we're doing every day. And because we're so specified more we are, it tends to work.

22:24

The EC, that's, that's great. By the way, I have not received an email or a call from anybody from progressive liability asking me if I've kind of hurt. Well,

22:35

when was the last time I saw your resume before we got on? There? Pick it up.

22:44

Yeah, please. Now. Hey, this is Noah.

22:49

Already profile? Just got. We've done our homework.

22:55

Yeah, absolutely. Let me ask you this. And I'm going to change sort of direction. Real quick. There's a couple more questions when asked, there is this necessity to sort of infuse youth to inspire? Young you know, it, you know, it's one thing to have that old crotchety guy like me, who's been around for a long time has got that wisdom and everything? Do you guys find the necessity to try to figure out how to sort of bring in the new talent to to help that whole process too, as well, Chris? All right, Chris, go ahead. Tell me about that. Sure.

23:33

We look at trajectory. So it's, it's not necessarily age, because wisdom can exist at any point, you know, within somebody somebody's age. I mean, there's 20 year olds that are far wiser than the curmudgeons. You just mentioned. So did you

23:48

really see me when I was young? Yeah. So I mean,

23:51

that's, that's one thing that we always look for is trajectory. So it's not necessarily about a perfect resume or perfect background, we want to find people with what kinds of questions to ask, what kind of questions are they asking on the interview? What are they looking for? What's important about the next role that they're taking? You know, those are one of the things I we really like when people are qualifying us and asking us the right questions around the job, which we're going to start releasing this information as well, because everybody needs to know just how to interview in terms of how's this role, right for me, here's where I want to go, here's what I want to do. That is the thing we look for. And if you can find it early, it's fantastic. And that's where we try to pair people up with right organizations, we know organizations that are looking for here's another thing, Scott, this is really, really big for us veterans. I mean, you want to talk about a tremendous resource of folks who know how to work know how to show up time and time again, who really know how to lead and who can work in extreme extreme circumstances. Like that's that's a big thing for us is working with our veterans and we work with I work on the board of a group called Operation Are you problem which helps transitioning veterans who are coming out of the services and into the civilian world find find jobs. So that's, that's a really passionate thing for us as well as, of course, finding the right youth and the right people with those trajectories. Yeah,

25:13

the biggest thing with the veterans is, you know, being able to translate their skills, what they learned and how they did things in the military to, you know, public, you know, to industry, you know, they may have a term that means, job planning, or pm or inspection, but in the military, they call it something else. So we kind of work with them to to look at their resume, and be able to translate, okay, this means that in our world,

25:41

yeah, common lexicon is a big deal. Now. There is no bigger fan of reliability out there. And then me, I really enjoy many of the conversations around that profession, asset management, maintenance, all of the strategies love it I and what you have just sort of laid out is a completely needed lead needed solution. What are the roadblocks? I mean, I'm, I'm all if I had a business, I'd be talking to you guys. But what are the roadblocks Adrian

26:15

time, you know, in the current job market the way it is, you know, it's a job seekers market. So if we go out, we find quality people, we submit them over for the job. So we're tasked to feel, you know, if that person hasn't been given any kind of timely feedback in you know, 24 to 48 hours, it's very likely that that person will lose interest, and they've got another offer waiting. So time is of the essence. So when we're working and kind of venting and onboarding, the companies that we work for, you know, we really stress you know, time is of the essence. So that's really our biggest roadblock. And our biggest challenge is just making sure that these people that we're working for work, you know, they're tasking us to fill these roles we deliver, we bring them high quality people just provide feedback with them in a timely manner to those candidates before they move on and accept other offers.

27:10

Well, that's key. Yeah, you're absolutely spot on about that. I didn't realize that. That? Well, of course, from my perspective, what you are dealing with and working with are, every bit is important. Like from a doctor's perspective, they're just they're just providing their solutions on these assets and trying to keep them working properly. All right, we got to wrap it up. Now. Here's the deal. How does somebody get a hold of you, Chris, if they say I, I really want to be able to reach out to these guys, what's the best way to get ahold of you?

27:42

LinkedIn is popular. So if you're looking for us on the socials, that's when we live on, we haven't quite gotten around to the Tick Tock and the Facebook's of the world. So right on LinkedIn, PR o r e li Yeah, we'd like to keep it professional. So that's it. I'm short and my initials Cp at Ro rely.com. If you want to reach out straight to me, otherwise, the whole company, we're all first dot last. AT Proreli.com. You can email any of us. We stay. We stay up on top of it.

28:10

All right, Adrian.

28:12

Got it with me. Yeah, same with me. I'm on LinkedIn every day always checking activities and messages. So I would absolutely love to connect up with listeners via LinkedIn, just look me up. And you can also find my contact information on there. And like Chris said, is just first name dot last name AT Proreli.com.

28:33

You guys were great. Thank you. This was a very, very, from my perspective, a very important conversation. I see that progressive reliability, providing a pretty decent roadmap on how to how to navigate these waters and find it because it's always a human. It's a human conversation. So you're, you're providing an incredible solution. Thank you guys for being on industrial Talk. Thanks for having me. All right, listeners. We're gonna wrap it up on the other side, we're going to have all the contact information for both Chris and Adrian. So if you're not reach out to these two gents, you will need not be disappointed. How about that for just getting all tongue tied? All right, we will be right back. You're listening

29:14

to the industrial talk Podcast Network.

29:19

All right. Thank you once again for joining industrial talk. And absolutely. Thank you. Thank you very much for your support. We're creating this platform. This platform is dedicated to industry professionals all around the world. Thank you for what you do. Your story needs to be told. And it needs to be amplified. And also a hearty thank you to both Chris and Adrian. Proline is the company and yes, you need to manage your assets. And yes, you need to find the right individuals, the right professionals to be able to make that happen in a big way. Proreli.com We're going to have all the contact information as I indicated out on industry Real talks, a look for their podcasts, look for their conversation, and boom, you'll be able to reach out to them because I'm just telling you, you need to have these guys in your back pocket to help you succeed in managing your assets and making sure that your business is truly resilient. All right, be bold, be brave, daring greatly. And again, we're going to we're building a great platform, and you're going to hang out with people because we want to collaborate, you're going to hang out with people like Chris and Adrian, and you're going to change the world. We're going to have another great conversation shortly. All around reliability. Absolutely. As well as all of manufacturing, you name it. It's here on industrial talk. So stay tuned. We're gonna have another great conversation shortly.

The post Chris Pepin and Adrian Messer with Progressive Reliability appeared first on Industrial Talk.

On this week's Industrial Talk we're onsite at FABTECH in Atlanta, GA and talking to Jason Petri, Sr Solutions Manager at Brightly about “Intelligent asset management to transform asset performance”. Get the answers to your “Asset Management” questions along with Jason's unique insight on the “How” on this Industrial Talk interview!

Finally, get your exclusive free access to the Industrial Academy and a series on “Why You Need To Podcast” for Greater Success in 2023. All links designed for keeping you current in this rapidly changing Industrial Market. Learn! Grow! Enjoy!

JASON PETRI'S CONTACT INFORMATION:

Personal LinkedIn: https://www.linkedin.com/in/jason-petri/

Company LinkedIn: https://www.linkedin.com/company/brightlysoftware/

Company Website: https://www.brightlysoftware.com/

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PODCAST TRANSCRIPT:

SUMMARY KEYWORDS

cmms, jason, data, industry, brightly, tx, important, tracking, industrial, manufacturing, asset, downtime, world, technology, trending, solutions, platform, asset management, manufacturers, people

00:00

Hey Industrial Talk is brought to you by CAP Logistics. You want to minimize downtime. Absolutely increase reliability, you bet ensure operational profitability. Yes you do. That means you need 24/7 365 insights into your supply chain look no further CAP Logistics go to caplogistics.com Or just call them they're great people 800-227-2471 also TXOne now you know cybersecurity is important if you're on this digital transformation journey, TXOne networks has the solutions for you. And you're saying to yourself, Scott, they're going to be complex, they're going to be difficult. No TXOne's taken that into consideration. And they provide a suite of solutions that truly meet your cybersecurity needs. Go out to TXOne-networks.com and find out more, you're not going to be disappointed.

01:05

Welcome to the industrial talk podcast with Scott Mackenzie. Scott is a passionate industry professional dedicated to transferring cutting edge industry focused innovations and trends while highlighting the men and women who keep the world moving. So put on your hard hat, grab your work boots. And let's get

01:23

around once again, thank you very much for joining industrial talk the number one industry related podcast in the universe. Jason, it is backed up by data and you're a part of a system it's data. So it's all backed up. And we are broadcasting on site at FABTECH. Atlanta, Georgia is the location and it's it's three conference halls of solving problems and people just passionate about what they do. And it's massive. It's it's supermassive you have to it's so big, you have to change the time going from one event or one site to the next site. It's that big. All right. Jason Petrie is in the house. Riley is the company. Let's get cracking. All right, Jason. Yeah. Pretty good conferences.

02:10

Yeah, having a grind away. Speaking

02:11

of distance. You guys are in, in V? I think you're in be all the way in the corner. And fortunately for us, there was a Gatorade stand, because I think we were getting a little dehydrated, and then we have cramping up and all that stuff. No, it's It's massive. It's truly massive. All right, for the listeners, Jason. A little background on who you are.

02:34

Yeah, sure. So my name is again, Jason Petrie. I am the solution consulting manager for private markets over at brightly. I've been with the company since 2014. And in private markets, we serve several verticals. So my team concentrates on manufacturing, of course, that's why we're here. Yeah. And healthcare as well.

02:55

So I got to ask the question, What's private market? Private? What's private?

03:00

So private is basically any private, privately held companies. And then we have public markets, which are government and education as well.

03:10

I was I was, I was getting all stumbling on that was going on

03:14

and nothing top secret.

03:17

Yeah, thank you very much. All right. So you've been with them for since 2014. And in this world? That's a long time. Yes, sir. Especially in the tech boom. So beforehand, what did you have? Again, this is a sort of going to be a CMMS conversation. But did you have sort of that background in the world of reliability, asset management, all? Everything did you have that?

03:44

I actually did not. I went to I went to WVU, West Virginia University, I got an English and Philosophy major.

03:52

And, yeah, I see how that connects.

03:55

But unfortunately, there's no I couldn't go work at the English factory, right? So many job options. So I got into sales actually, and worked in banking for several years and then transitioned into the world of software sales, which which brought me here and one of my when I first started at brightly previously, dude solutions, we hadn't even really gone after manufacturing in terms of outbound activity. So I was part of the first team that actually test piloted that and now at this point, we have about 1300 manufacturing clients using receive on this platform.

04:25

No way. That's pretty substantial. So let me ask you this. What did President workers do, dude? Yep, dude. Yeah. What, what? What industries? Did you focus in on parent if it wasn't? I mean, come on, look at it.

04:44

Sure. So the when we first started in 1999, the company was founded, it was called school dude. And it was a cloud based CMMS software specifically for use in schools. So we actually have about a very high percent Did you have schools use our software? Because we've been in that industry for so long? So we just slowly started to expand to other industries that also needed cloud based CMS options.

05:08

So in the world of schools, what are they? What are they tracking? What are they? What are they doing using it?

05:16

So their facilities, preventative maintenance on things like H vac systems, boilers, chillers, that sort of thing. But, you know, their main focus is student comfort and student safety for their students and staff, so, and they get a lot of requests for light bulbs out and all these things from the different teachers, so they use it for that as well.

05:35

Okay, I'm sorry, I digress. I just wanted to know, if you're right out how, how ridiculous that I didn't know that old burnout, even in schools. I thought they just happen. They do. Alright, so you're here at FABTECH? Take us through a little bit about greatly the CMMS system, how it applies to manufacturing to help us understand a little bit about what that looks like.

06:01

Yeah, you know, when you when you are here, and you're walking the trade floor, you see all these different options for all these technologies. You know, all these buzzwords, IoT CMMS. Manufacturers tend to be pretty slow to adopt technology, just in general. But the maintenance department especially, has often just been ignored for a variety of variety of reasons. But a lot of maintenance departments are really in the stone age when it comes to tracking and using any type of technology. So we're really just here trying to educate folks on the benefits of a CMMS. You know, trying to talk about, you know, they where they're coming from spreadsheets and paperwork orders, showing them the efficiency gains that they can get by going mobile, and going paperless with their process, as well as understanding the power of the data and what it can be used for. Because, yeah,

06:52

yeah, no, no, no, continue. I didn't mean it, because I'm already on it's like, yes, but there's such a steep learning curve to a certain extent, one, and then two, can I can I sort of proceed forward? incrementally, right, and say, Okay, I got it. I feel comfortable with my spreadsheet. I've been here for 20 years, and I don't want something new. How do we start broaching napkins? I mean, I get it, it's important. It's important out there.

07:25

Yeah, so really, when you're deploying any type of technology, or really any type of change management, trying to take on too much at once is one of the one of the ways that something like this. So we always advocate for a crawl Walk Run approach, because a CMMS does a lot that's got PMS, work orders, inventory tracking, asset management. And if you try to do all that at once, when you're coming from paper, it's going to fail. So we advocate for, you know, thinking about it as kind of a phased approach and kind of think of each module is kind of a Kaizen project for your maintenance department. So just start with your don't feel like you have to upload every piece of equipment right away, just start with your critical pieces of equipment, schedule those PMS, get your team's used to using a mobile app. And then slowly, as they see the benefits of that, then they can scale out and do more, such as add inventory.

08:15

I do like that. I like that approach. And I think that is it's more palatable, or for many to be able to just sort of take little bites and proceed forward. I like that. That's a that's a big thumbs up on that. Why is why is it? Why is the a CMMS platform important to companies? Man, you manufacturing? We're here. Let's talk about manufacturers. Why?

08:40

Yeah, so the key for manufacturers is maintenance is what's keeping these machines running. And it's a huge financial impact, depending on industry, unplanned downtime. So the CMMS, really, the key of it, is to try to prevent unplanned downtime as much as possible through things like predictive maintenance and preventative maintenance. But more importantly, looking back at that data periodically, and making sure you understand what is the condition of these piece of equipment? Do we need to continue to repair them? Is there some type of a project that we can do or maybe it's time to replace it like new because anytime we can even stop one hour of downtime for manufacturer, depending on who they are and what industry they're in? That can be up to $22,000 a minute in cost for unplanned downtime.

09:26

It's pretty staggering. That's for doggone Sure, let me ask you this. But I but I have my legacy systems in place and can you connect to my legacy systems? You ever have that conversation?

09:37

We do. So we we have no play integration options for folks that have things like ERP systems, and we'll just you know, periodically pass inventory data to those when it comes to legacy systems. While most people really don't use anything to track their maintenance, a lot of folks they bought an older CMMS and like the mid late 90s and Do you know they're stored on a server? They're on site. And they're basically the same piece of software they got in 1995. So imagine if you were still using the same cell phone, you were in 1990, like US passport.

10:09

That's an old one. Hey, go. Sorry.

10:14

So it's so we normally don't really integrate with those systems. But what we've what we do a lot is migrate the data, while the data quality might be hit or miss, depending on how you've got to have a scrub, or do something, depending on how effectively it was used in the past. But we have we've had a great success in importing assets. pm schedules, even work order history, in some cases, if it's if it's valuable enough.

10:38

When I let's say I, I'm already on going, Oh, yeah. And I recognize the necessity to be to do maintenance better. Okay, I got it. And then I'm going to contact you. And I'm going to say I'm ready. I'm interested in knowing what what can be done. How quickly can you have something up and running and being able to say, and, and you got to of course, you got to have that asset criticality conversations like that. pumps more important than that, but and then all of that all important, you got to create that hierarchy just because you should. But how quickly can this system be up and running and adding value as far as?

11:16

Yep, so depending on the size of the deployment, we look at it from around 60 to 90 days, is normal is normally the standard. But a lot of it comes down to making sure that the client is committed on their side and has the resources to commit to it. Oh, exactly. An example would be, you know, we can come on site and do a two week implementation. But we need you to be attentive during that time and really focus on this. And, you know, I've seen, I've seen massive operations get up and running within 30 days. And then I've seen very small organizations just never get off the ground because they didn't have the internal commitment to that change management. And it just kind of fell on its face. So

11:56

yeah, every time we have conversations like this, especially around technology, so it happens everywhere here too. And it might, you have to have that culture that is ready to be able to commit. And to do it right, you know, you've got to eliminate that pencil, whipping this sort of behavior, get the right information, start to track it in a proper way. And given the fact that, you know, if I'm a small to midsize manufacturer, and I want to compete, this is this is a must conversation, I'm going to have to collect that data, I'm going to have to see that insight, I'm going to be able to make that tech, tactical, you know, decisions. Does, does brightly also provide you're collecting data from let's say, a device out there in the field collecting or whatever. You're not collecting all of it? Do you have the capability of saying this is important data, this is not important data do? Do you do any the edge and cloud and all of that type of conversation,

13:01

we have a we have an IoT platform, actually, that we offer that's integrated with our CMMS. But normally, if clients want to use, perhaps they already have a pre configured deployment that they don't want to use the sensors that we offer through our partners, then in some cases, we'll we'll talk through what an integration like might look like. But it wouldn't be done through edge computing, necessarily. It's just more so talking to the client deciding what data they want to bring in and which ones and which ones they don't. Normally with, especially with IoT devices, there's not there's a lot of that data that might not necessarily be relevant for use in CMMS. Whereas some would be such as, you know, runtime, downtime, that sort of thing.

13:40

There are a lot of devices out there that are also tracking heat vibration. And those are all critical data points on the health of that asset and, and be able to Does, does your platform also sort of do some a prediction type of AI analytic type of approach saying, Okay, I'm collecting data, things are sort of trending upward, let's say up as bad. So it trending upward? You know, just FYI. You know, let's, let's figure that out.

14:09

Yeah. So for instance, one of our one of our reports that we offer for Asset Management is it looks at historically, how much you've spent to maintain the piece of equipment, and how many issues or you know, open tickets you've had on it, and it will trend those out for you. And then based on that data would tell you what's the next expected when is the next day for an expected issue that you like.

14:32

It's vital to be able to have that level of insights into into your organization into the assets. And given the fact that the reality is, things are just changing so rapidly. You just got to be able to it's just gotta roll with it. Sure. Hello, I tried to blow holes into your service. But, you know, sadly, I wasn't able to. Jason How does somebody get a hold? Do

14:59

they can contact us on our on our website and we will also be at Booth what's our booth number again Amanda

15:08

disregard it's gonna come after Don't Don't worry about it. The booth will be gone by then. But anyway, yeah, absolutely we're gonna have all the contact information Jason who are fantastic. Oh, thank you appreciate thank all the contact information for Jason as well as brightly will be out on industrial talk.com. Once again, we are broadcasting from FABTECH and it is a must attend event put this on your calendar next year, you will not be disappointed because there's a lot of people like Jason solving problems answering the tough questions, and you need to be successful. So contact Jason and team Brightly big time. All right, we're gonna wrap it up on the other side. Stay tuned, we will be right back.

15:48

You're listening to the industrial talk Podcast Network.

15:53

All right. Once again, thank you very much for joining industrial talk and for your support. That is Jason Jason Petrie and team brightly delivering the goods at FABTECH. By the way, you need to put FABTECH on your conference calendar yet, man it was spectacular, great people really doing some wonderful stuff as well as brightly teen brightly. So we we did a technology sprint Be on the lookout for that. We went to their booth. And what a wonderful, wonderful platform delivering real solutions for manufacturers for industry. And and you need to look into that platform in a big dog on way. Wonderful people at brightly as you can tell Jason's wonderful right there. You just heard the interview. All right. We're building a platform industrial talk. It's focused on education. It's focused on collaboration, and it's definitely focused on innovation. We are in support of these three, the three pillars. Because we believe that you pointed out you in the video, you need to be successful, and you need to continue to educate because it's happening fast. You need to collaborate because you don't have all the answers and there's a lot of people that want to collaborate. And definitely you need to innovate big time. All right. Be bold, be brave, dare greatly reach out to people like Jason and you're gonna change the world. We're gonna have another great conversation coming up from FABTECH shortly so stay tuned. We will be right back.

The post Jason Petri with Brightly appeared first on Industrial Talk.