 Hi, good afternoon everybody time Stuart here. I'm with Liz Trotter. Hey Liz And we've got an awesome super special guest today. We have Martha Woodward with a quality driven software dusting divas house cleaning and Maybe a couple other things. I don't know For a long time, I know that she does a lot of public speaking and training Renaissance person Martha can you see the comments? I don't think so. I know a lot of people when they get on time They can't find the comments over on the right hand side of my window. There's a little opening that says private Over here, but that doesn't help you Hey Leslie, yep now I see them. Okay. Yeah Why'd you be able to see cuz they'll ask you questions usually I'll interrupt and ask questions, but you know, most surprised Liz is interrupting you know Leslie and Dan at our Few of our couple of our regulars here and while I'm thinking about it The question came up and Leslie asked yesterday, so I'm gonna gonna answer her question now. So I don't forget You were asking about Shonday's material and He sent me a link and I got it all up here and We're so special. He even built us a page on their website for just our Facebook live discussion Well, it's totally worth that one day wait there. Are you kidding me? That's amazing Sean. You're a rock star. Thank you Yeah, he said he doesn't type that fast. That's why it took him the extra time There's a lot of awesome stuff rolled up in here So you guys want to check this out? I'll go ahead and copy and paste that here in the comments We'll probably share that again at the end too, but I just wanted to make sure I did Share all of his questions. He didn't did me. I know right Leslie. I can't believe he that's that's awesome I was like should I ask him to give us all of his intellectual property? Yeah, sure I Guess that's pretty amazing. Alrighty, so This one you've been up to today to talk to me tell me tell me about what you've been doing over the last 24 hours Why why you gotta do this to me or not to come on All right, so you guys I'm I'm filming class 5 of the professional house cleaning program, right and Just just so you know six has already been in the can ready to go waiting on me for at least a week Seven is almost done as well and it's got like I don't know 4,000 slides or something. So we're waiting on me. I'm like Yesterday I finally get my class film an hour in I think 11 minutes I go to play it with my fancy microphone actually Martha the microphone that you recommended that I buy The one with that big head remember? Yeah, that phone Yeah, it didn't work an hour and 11 minutes. No sound I I Almost crushed that thing So So I finally redid half of Maybe three quarters of it again finished up a little after one o'clock last night. Yeah So it's coming y'all you can like you can feel all hating on me It's all me that this is taking so long But I'm not even to go over the rest of it because that's just it sounds like I'm making it up at some point in time It just there can't be that that much going on We're gonna do we're gonna do like outtakes and we'll include You know what you look like at one o'clock in the morning Do you know how many times I had to redo my makeup yesterday redo my hair for filming? I did my hair in my makeup like three times yesterday. Oh my gosh. You kidding me at one in the morning My eyes are crusty Yeah Anyway, yes, right. Thank you Leslie. It was painful What we wanted to talk about today was opportunities to Build culture and shape your culture as part of reopening your business and Martha does a lot of work in this area Liz does a lot of work in this area, too So I'm planning on just kind of setting back and watching you guys We're gonna let Martha and Liz run with this But what do you think Martha what? What do we need to be thinking about as cleaning business owners as we're restarting our businesses here after COVID-19? so I mean, it's tough because We actually My maid service actually shut down for four weeks Long story short, but one of my staff members Went to church and was exposed to the first person who died in, Oklahoma and COVID and so We had a bit of It was when everything was so new and You know, so we had a bit of a crisis in the in the diva area and so We shut down for about four weeks and so As you know, they make way more money at home than Coming back to work and pulling them off unemployment So that was scary being in that position Where you knew they were, you know, your employees were making more money At home then you can them when they come back PPP money or not And now a little bit more Yeah, a lot more. Yeah. Yeah, and So that's quite the dilemma if you ever Get in that position if they never are Temporary laid off then it's not quite as bad although You know, they still have friends and people who are At home making buku bucks while they're busting their butts, but anyway, so Everyone came back And about the time they came back was when I got my PPP money so I sat down with every single person and Explained that I was going to pay them a little higher hourly rate for a limited amount of time and I explained that I got the PPP money and I wanted to Acknowledge their hard work with PPE That they have to wear and you know, all of those things so You know, I I just always It's a selfish thing. I mean, I want to get mileage out of anything that we're gonna do I want to get mileage out of it and I didn't want to just Put it on their paycheck without having kind of a ceremonial thing where you sat down and It was out. Well timing wise because I could do performance of Al's The extra money. Yeah And so so that's one of the things that We're doing to try to help with the morale during this point in time and and make up a little bit of the loss Got by coming back to work, which is kind of crazy But then just doing things that Will just boost morale overall. I mean for us summers in general And it's only mid-June, so it's not that bad yet But summers in general are the time that we have to work pretty hard to keep morale out because it gets to be a hundred ish here with humidity and not trust and humidity probably but And so summers we always try to run a little bit more And the fun programs and the contests and things like that So we're actively planning our summer party We are going to restart our office meetings, which we haven't been playing our staff meetings For a while, but we're going to start our staff meetings back in July Probably in Oklahoma. We're a little further along on our phases than some of you all And then, you know, just the normal stuff that we do as far as It has been a wealth of opportunity for all the glow in comments That we get back in the surveys. Yeah, I mean, you know you talk about like When we when we did let our clients know we were going to start back and I was calling our employees back to work I I Shared all the glowing comments that we're getting in from our clients going. Oh my gosh I have missed you so much and you know all of the We're so glad to have you back cleaning but you know They said more than just I'm glad to have somebody clean my home. They said You know how much of a difference it makes in their lives and so I copied and pasted all of that in our staff group and Just in continually trying to make sure to call attention to How much people value the work that they do? With the with quality driven you have access to and the people are Sharing all of this data Are you finding that across the board that the customers are happier and giving more Positive feedback than in the past or you know, a lot of people are saying oh they're gonna be crabby when we open again They're mad, but I was curious what what are you seeing across the board there? our scores are pretty our Response rates and our scores are pretty much the same Oh, you know before versus after what is different is we're getting a lot more comments. So The scores are about the same people are just elaborating a little bit more and You know letting us know Happy that They are that we're back They're they're actually feeling the gratitude and and and and find that out. Oh, that's super nice Yeah, I do like that. Are you noticing any difference between? like Areas like the West Coast to their scores are you know higher lower East Coast there is there any difference going coming back Because I know some parts of the country opened up Sooner than others and some never closed at all like we never closed or we are I'm not really seeing any demographic differences and but I will say this I get some people who Have been pretty down and out about the whole Economic thing and you know, like the people I'm thinking of were shut down for a while and Kind of in that bad New York area particularly and some in Washington But I have been getting like some private messages where they take screenshots of their Scores or I have heard they people say their response rates are higher mine are about saying but Response rates higher and I See these screenshots and you know how I share with our staff. They share with me saying I this is this is like the bright spot and Coming back You would know And that's awesome. I love because you know what if they weren't asking if they weren't surveying They wouldn't hear this and their staff wouldn't hear things. So I love it Yeah, I love it too. I I love that you're taking those and using them to Build culture while you're in a downspot, you know, just printing those all out People don't even understand how how impactful that can be to the house being professional, right to be able to see Wow, I am appreciated. Wow, people do value what we're doing, especially all the comments. The scores are great You don't get wrong about the comments or yeah Yeah, and you know, I tell a funny story that in our staff meetings in our monthly staff meetings there's a lot to cover and so you know With quality driven you the employees can log in and they can see their own scores and they see all that plus I Usually try to take like the over-the-top comments and put them in our private staff group. So We have an agenda for our staff meeting and a part of the agenda is I Try to go around and at least have one blowing comment for each person that I read out loud and Because there's a lot to cover I Few months back asked them and I said, you know, we could probably skip this part because It was funny, I mean I really meant it because I felt like they can see that I posted but it was really funny because I Nobody said I want you to brag on me But what they did say they kind of put their head down and they were like, no we can we can leave this in and I was like Noted they like it, you know, so Breakfast or maybe we could not get paid But Sometimes even I start thinking oh they get a lot of that and and then It's very apparent I'm I think goodness I asked, you know But it's very apparent that it's like no no they They want and need this but you know that just goes to show because um, I mean Man if I was questioning it and I do a lot of that, you know for the people who don't do that You should know that just just The simple praises that take so little They're free You know it doesn't cost you a dime but Man does it make a difference to how you make them feel? well, you know, I I know two people one of them's in our mastermind group and They use quality driven to survey their employees to find out where they're doing And I'm like now that is awesome on top of So you get you get both sides that nice rounded view. I love that idea. Oh Leslie calls them kudos Yeah, that's a great term for them right makes people feel good Absolutely Yeah, I I do love that. That's why you know one of the things that we teach at foundations is that They don't ever get too much feedback nobody In the in the 27 years, I think I've been in this industry There has never been one time where one employee said, you know, Liz Could you like just back off on the on the positive feedback? You know, I just don't need quite as much not once, you know And and one of the things that I did have one gal say uh, so we we do like to survey as well Are they doing and one one of the questions was how often do you like to get feedback and her responses? Three times a day is about right I wasn't expecting no three times a month. I was like, oh must be like a typo or no three times a day It's about right And that's a lot of tally marks That's a lot. That is a lot. You're right So, um, I have another question mark that you said that you guys are planning your Summer barbecue. Did you say barbecue or party? party party So is it outdoor? I think it's 100 degrees. It's there. What do you do? I know I actually give them three choices So they they have to vote still but um, I I try to give choices where our summer party is usually a family party and then our christmas party Sometimes family oriented and then sometimes it's like staff or one guest and I let them vote on that. Um but So it's either going to be we've got a water park um, generally that's what they end up voting on is um There's a water park in my town My little town of independence kansas that is 90 miles away from them and they actually Usually vote on that. I don't know what they'll say this time, but uh, they actually vote on that because it is I mean our town is One way one way 90 miles one way one way and I offer Things like that are in their backyard um, but I think it's because I think they vote for this a lot of times because It is cheap. I can do a lot of things. Um so This water park is $3 a person, but yet we have a lazy river and all kinds of things and I mean we can do a big big blowout if they come to cheap independence And we can't do as much if we go And I think it feels more special to them because it is a solid day outing for them um Yeah, but then just give us perspective. What are the other two options? So we So we uh have the laser tag And then Also has this Um, so you want you to see how they compare? We can wash the company cars Right these two are painful and this one where you come up that's convenient for me No, and the other one is we have this um Park in tulsa, which is Very close to most of them. Um And it is in the top 10 parks in the us. So, uh, I think it's supposed to be I want to say it's I don't know. I'm I'm gonna miss quote. I think it's rivals central park thighs or something but uh Anyway, it's crazy Kaiser foundation built it and um, so that is one of our things on the list, but uh Yeah, tom One would think that I offer these other bad choices so that they'll pick independence That's what I was thinking Yeah, we have a married Around What's that about seriously at three bucks a person I mean that Yeah, like I want to go there. I'm like is it an airplane ride I know we have a married around that they charge five cents for we have A miniature train We have miniature golf. They charge 75 cents. So i'm telling you I love that Yeah, that is really awesome. I love that. Well, what a what a great thing So, um, I I do like that you are saying also that you're doing all of this planning while you're just opening up Getting people excited getting them to focus in on the positive instead of on the negative Yeah, there's there's just so much going on. How long have you guys been open now, martha? It right around the first of May. So we've been back a while. Yeah, um So yeah and Knock on wood. It's all you know, everybody's been great. They really really have um Martha, how would you know you're not really there? Um I know So I did meet with them like I say one on one And then we communicate quite a bit through our private facebook group and I mean, you're right. I'm not there. I see them physically once a month Um and not even that much with the covet thing and not meeting as a group um, but yeah This sounds weird, but I just know So in the private facebook group You know how you can just tell like if people are cranky you know Like the responses are cranky when I see a lot of crankiness going on um Where I can tell they're irritated by the response then I will Come down and you know if I if it's this particular person I come down and meet with them if I feel like it is kind of widespread Then I plan A fun event, you know that Hey, let's Get you know or sometimes I'll say Because I've got the two branches and sometimes I'll say Okay, I'm going to meet this group on this day. I'm going to meet this group on this day And I just meet with them for lunch um So while I'm not there I feel like I'm decently perceptive on On how they're answering or Maybe not answering is another Thing that I pick up on if you know if we're asking questions and people Aren't answering us like normal then that also is At least So you do have some measures that you're looking at to keep track of the culture Even though it might not seem like traditional measures like looking at the people and asking them There are some measures how how much people are responding How snarky or cranky. I think you said that they are Um those types of things. Okay, that that makes good sense. I'm curious also have you um Because you are you know, um an absentee owner for the most part Do you have have you used non zoom ring central any of those before COVID hit Did you feel like you had any kind of an advantage in that area that other people went out of? I Used facebook lives. So since we have a private group they used facebook lives um and We actually when we do our once a month meeting My office manager now lives in georgia and then The rest are just v as that. Um, we don't really involve in staff meetings. Um, so We always zoom in my office manager to the monthly meetings. So I'm present She is not and we do utilize it that way um So, yeah, I mean we've definitely Had to we have had zero management staff in the office For a year and seven months now wow, and Yeah, and our client satisfaction is still 98 percent and And every time I do have a staff meeting with them We do do a uh employee satisfaction rating And it's the one from culture works book. So I have them Rate I actually have them rate their satisfaction between one and ten which Seems funny because you know customer. I mean customer at the moment Is on a one to five and um, but I I for this I have them do the one to ten and We actually we do it verbally um Because we have very open communication. I can do it that way and they will tell me and in You know, we we have an interesting dynamic, but they'll tell me Um, and if they don't tell me it's you know the Seven I guess and then I'm like well, you know, what do you mean? You guess, you know, and we'll We we have a lot of I do a lot of joking and a lot of very Open communication. So then once they do the rating the important thing is They and they now know, you know, I'm going to do this because I've done it for so long But is what will it take to raise it one number? And then we go around and that's usually when any of the Issues are identified And typically they tend to be scheduling Issues, you know, I don't like it when you know I'm always assigned to these deep cleans or Whatever, that's when those things Yeah, yeah Are across the board, right doesn't really matter if your company is in washington state, ohio state Or texas that those some of those problems are just Gosh universal if we could solve those we could take over the world, right? So right at least take over that cleaning world. So more than another couple of questions here Hey, if you guys have any questions for martha, um, go ahead and post them. She will happily Help you out Let's see sara and dini are both talking about how they love your culture of course And I'm looking if you have any suggestions for the audience about What what things that they might do While they're opening up maybe that are coming from from your course um You know, I mean my biggest suggestion is going to be I mean, they're not earth-shattering things, but my biggest suggestion is to be Communicating really well listening to the frustrations um And you that that's where you all have an advantage that I definitely don't because I think I would hear a little more of that and um be able to catch it maybe sooner because I've seen faces or hearing The tone But definitely listening and what I find is I Certainly not everybody does this but what I can just see Or hear is people Knowing there's a problem, but they don't address it like I guess it's human nature that we would rather brush it under the rug and Hope it goes away but one of the suggestions that I would give is If you hear rumblings or you know of issues Just address them head on and and You know, you have to empathize you have to come from a place of not discounting what they have to say and no, you can't always fix the problems, but You need to at least listen and at least If you can't fix the problems then You say why and if you are going to attempt to fix the problems Don't Drop the ball You know, I think um, I think a lot of people um tend to say I'll look into it or I'll see what I can do and then Yes, and I just think that's so much More detrimental than just saying You know, I can't do that and here's why Or if you say I'll look into it Then make sure to set a reminder or whatever you have to do To be able to follow back And let them know because otherwise what you're saying to your employee is you don't matter and That It's just not as it's not important enough for me To come and give you an answer So It's not important enough You're not important enough Yeah, I'm too busy doing important things to deal with you lowly cleaning professional You know, yeah so the communication like over communicating would be a suggestion and then What we talked about as far as really Seizing every day an opportunity for phrasing And I know You know Like I had a culture class today And I mentioned you twice Liz. Like it was like, oh, I think I got that from Liz Trotter Oh, I think I got really, you know, you were very You are very instrumental in teaching me how important recognition was and And you know Hey y'all Liz does a great job of that doesn't she? She does a very good job of that She's a leader in that and but you know I I do think that And I'm sure you said this and I Really feel this at my job I feel like my job is When they leave the company They're not going to remember All my pay for performance programs and all that because that's really not the touching feeling stuff What I hope that they remember is How We made them feel that we made them feel empowered When we made them feel very valued and so I feel like during this time Where it's kind of scary and it's hot and you got to wear all that crap You know, you got to step it up and You know, we would do things in the summer like be the ice cream truck and Play the music the liver the uh deliver a freezer full of different kinds of ice cream or deliver sandwiches or you know just acts of appreciation and lots of kudos Well, you know, I think it's funny because the first thing you said when I asked you as you said Well, it's nothing really very great But you know, I I would argue that point heartily Because really that open communication very clear like caring. I think that's tough I think that's as good as it gets right there. Even if that's all you do You're like heads heads and shoulders above so many other people. So man, I think that's huge It can seem like we're not really doing anything But for the people that we're working with it matters, you know, they that that feeling like you said of I'm important enough for Especially no matter how big your company is no matter who you are You're the big boss I remember actually um sarah mitchell's on here I remember having this conversation with her at one point down We're sitting at these on these high chairs on this big high top table And I remember telling her she's like she was you know upset about it sometimes Sarah you forget you're the big boss Everybody looks up to you. She's like, but I'm not yes, you are Every people one of those people that work for you, you know, they they feel like you're the big boss Hey, I see we got ginger watching here and ginger must be your birthday Ah, congratulations Good day here jim tense. I know a couple of people with birthdays today Isn't it weird how facebook really keeps you abreast of all of the people that you know that have birthdays Yeah, I I think it's fun comparing who Who whose birthdays are today like she's they're very similar or very dissimilar That that happens a lot too, right or it does for me and every once in a while you'll get a day and it was nobody's birthday How do you know over 2,000 connections on facebook and it's birthday I mean, am I the only one that does the math back nine months to try to figure out What was that date that was weird because that just happens to sell them Well, I think you analyze it way more than I do Probably that would be the first time somebody said that to me Well, anything else that you think would be helpful for people to know about right now while they're opening that can Because a lot of people right now mark. They're having trouble finding people to work and They maybe they have the people that they have but they need to hire more people right as as we're opening up and We had uh shawnday on here yesterday. Was it yesterday time? No, it was two days ago Yeah, they before you had mad on here yesterday um, and he was talking about you know, he Has blue skies and they do the hiring there and he was saying how yeah, it's it's hard You think it was going to be easy with what's unemployment 13 percent right now It depends. I mean they came out with some numbers that says around 13 and a half but Most people feel that it's it's a few points higher But they had some They were The way they calculate it with the people that were furloughed and so on and so forth. It's it's a few points higher than that technically But anyway, it's high. It's it's unprecedentedly high Twice What's that go ahead So tom is very good at making sure that he points out to us That we are living in unprecedented times and that this is an unprecedented event and he missed a day About a week Especially obligated to use the word at least once every So he's making up for it now and using it at least twice a day every day. So he got it in right today He's doing he's doing well What were you saying martha though? Well, I I am not finding that we are having an easier time hiring right now Even with these unprecedented times I I We are getting plenty of Applications, but um, you know, I just They're not We're not getting very many quality candidates um, so We are one thing i'm working on right now is um So i'm working on a Video and you guys may already have this, but i'm trying to put together a video that is kind of a Recruiting why you want to work for us video and um What i'm planning to do is When we go through the steps and we've invited them for an interview then This video will go out and it is going to have Me going through our um I'm going to go through our Our website our employment page and Then i'm going to be showing them some of our internal stuff like our career career letter um all the different ways that they can get bonuses and then um I actually used our quality driven comments in the recruitment ad and I say Here's what real clients have to say about our employees and then you know, I usually list Five of them and they're the ones that those comments that talk about how much of a difference they make in people's lives in their lives and um Anyway, so i'm going to do a little What's in it for them, you know and highlight the things that we do and then A little section about basically um the We're going to build you up kind of feeling Yeah and then see if That just any of those people that we've invited for an interview Um because some of them don't show up Um now, I don't know if the ones that didn't show up would have been people we wanted anyway But they could be they could have taken another job before they ever get to us. So um Yeah, i'm just trying to stop our game a little bit and be As an attractive as company as we can be In this time, you know, you hit on something Martha that I think is kind of golden right there You know, I'm always pitching about matter meaning and measure and that those three things just make people Not Want to leave they're like glue in your company, right? If they feel like they matter if they feel like there's some meaning in their work And they know what the measure is so that they can see while i'm kind of a rock star It's kind of hard to leave a job like that And so you are talking about hitting all of those things Right, how how How do they matter how what kind of meaning are they bringing to the world by the different types of content? content comments That that the people say the ones that say how valuable and how they're improving their lives and then also the measure right of the different scores and all that stuff So I I I'm thinking Why am I not doing a better job of that? If you talk to someone with the context of reopening your business, I mean When has cleaning ever been As important and matter as much as it has So I mean it's really an opportunity to reframe what we do in a way that Makes it matter a whole lot more than maybe what people perceived it did three months ago Yeah, absolutely Yeah, very sure And I think a video is a really great move too a lot of people are are moving the video you get so much better response As long as those videos aren't too long, right? There's not that you have to sound on Tom You gotta go there I'm just gonna have to go take a nap. I'm just still distressed It's so horrible for those of you that were on like Summer you're gonna have to go back and listen to why that's distressing me. I love that My cat gets upset when I get upset. So see she's comforting me right now because she knows Yeah, sorry. Sorry y'all Get out there. All right. So, um, mom, can you talk a little bit about Um, the new platform. I had a couple of people ask me today about the platform. Sorry guys Sure That'd be great. Thanks Let me see if I can share screen. How am I gonna do this? Actually, martha if you have if you want to share, um I'm thinking that most of the people on our call already know about quality driven and they're probably already signed up but If you want to be able to post that link or send it over to tom how they can get more information about quality driven Also, the culture program, right now now is time anybody that is Not focusing on culture right now is going to find themselves in a worse place in six months mark my words folks Right now is make a break time right now. You have a supreme opportunity. You don't squander it, right? So I'm thinking If you want to pull something up on your website martha and share that with us now would be a good time Oh, doki. I will Yeah, why are you doing that? I'll I guess I always have a hug. I'm doing it but balance into The new platform. Here it is We have a bunch of emails going out monday Another we've had some questions, but I believe that most people have successfully Made it over to the new platform. We've got Two classes that we're offering, you know the kovat class which has been out there for You know several weeks. I guess when do we do that april? I don't know. I was followed by a lot last time Right now Before it was just hard to manage and we were like Working off of a couple of different pieces of software to make all this thing work But if you want to sign up for courses or if you want to buy courses for your entire Company you can can do that. Um You we've got like bulk discounts here The courses now we set it up since we're the new platform. We're going to they're we were able to make them Last a year or be good for a year So you can buy like a year's worth of courses at a time and then sign your own You know cleaning professionals up as as you go through through the program, but You just just purchase here and you throw them in your cart and you see the discount when you're you're checking out Say if i'm like doing 10 bang bang bang bang bang bang you know Tom it sounds like a couple of people are having trouble the neat and leslie their links show no classes Have you Leslie did she's female. Okay. Um Well, let me let me get enough I know that maria is is handling the the customer service side of this Now looks like the neat is been talking with maria. So that's that's getting that fixed good All right, good. I'm glad you guys are in contact that and leslie if Well, i'll go ahead and i'll pass this on to maria to make sure that she at least reaches out to you And we can't configure that out I'm not gonna bore you with the details, but it was a monumental exercise. There were so many people That that that we had to move over and we had to sort out and figure out which students belong to what companies and it was um We always strive for perfection, but we knew that there were going to be a few glitches Once we got into it. So we appreciate your your your understanding with that, but uh Here's a new platform you can sign up and we've got some some tutorials here. So like if you're uh an admin you can click here and There's videos on how to enroll your your your people and how to keep up with progress And how you can add extra people in in your business to do the admin work if you're uh, you don't want to do it Do it yourself I don't know. I mean we I don't want to get in the weeds in this today, but maybe we could take a whole nother session and do this sometime Okay, also tom not tom martha. I don't know if you saw but heather canning is on so it's so good to see you So hey heather And tom i sent you the links that martha sent me I also don't see us in classes. Sorry debbie Looks like a good thing. We didn't try to roll this out on friday Can you guys imagine if you didn't have any contact of the weekend? Aren't you glad now? See great great timing here And we're and we send the emails to help at moderncleaning.com. We had uh Set up a special mailbox just for that But um Debbie i'll i'll pass your name on to maria as well Martha i love the look of this Um paper performance expert site. Did your daughter put this together? Uh, no, are you kidding? She's way too busy these days It's nice Who did it? Um this lady named tina tower Oh never heard of You gotta use riley martha. I I do use riley Oh, okay. So the the online course is on this platform called kajabi Which is You want to share? What's that you want to share your screen? Sure. You can show us When you pick share screen what I found is you have to use the application. Don't share your actual screen Okay, otherwise you'll get this like weird Cascading effect Oh, I like that No, you don't you always try to fix it It only lasts a second I don't see what I want Um, okay, here we go. I'm here. Yeah Yep This is not the actual course. This is just the landing page to sign up for the course Um, but it does go through There's the pay for performance expert dot com Uh july 2020 because it starts july 1st is the next one And it'll just take you through The it's a 10 week course and it will take you through these 10 weeks on the models um I do have a Like informational webinar about it tomorrow And I can post the link for that. Um, which would probably be the best thing So And then for those of you who don't use quality driven in are interested. It's pretty easy quality driven software dot com Yes, I'm getting much easier All right, and for anybody that doesn't know what quality driven software dot com is It's quality tracking It's a way of surveying all of your customers and finding out exactly how happy or not they are So and it does a whole lot more than just that but that that's the basics You don't know how how happy they are you need to It's important. Yeah Yeah, uh It is to retain your clients, but it's also for employee performance tracking so Well, would you if if you had to put Number on that martha. How would you say that? Using quality driven has improved your employee retention like Like a certain amount of time that people stay or just the satisfaction level while they're with you How does it impact your retention? I would say Because we built so many programs around The data and quality driven. Yeah, it's gotta be up there around seven or eight Maybe even higher lives. I you know I I don't want to Give it all the credit, but it's like So in the culture course You do not have to use quality driven to go through the culture course, but you know What's funny is every one of the modules You if you use quality driven, there's things you could pull That would apply. I mean for example as simple as training When people get out of training Me sitting 100 miles away. I can watch those scores and know within a couple of weeks of them being out of training if They're gonna make it or they're not gonna make it. Uh, you know, it Everything we do um kind of comes back to it and say so the employees that say with us stay with us for years and It isn't part At least a seven or eight, but it also is an integral part of The people that we we have too. So those people hate it so I'm just really like a huge piece of the puzzle, but I see that we are over time Because we are just not good at operating On a timely fashion. Well, we haven't even been on an hour. That's why we're We started a couple of minutes late Which I'm sorry you guys we we were Slacker Yeah, yeah, we're gonna blame it on Martha. That's what we like to do. Let's blame the guest because she's nothing here tomorrow. So Okay Tell us about who we're gonna have here tomorrow. Liz Who are we gonna have here tomorrow? Oh tomorrow's thursday. All right Thursday We're gonna fall weaver here tomorrow. Yes, and um poll weaver is he is um He worked well, he has a few different jobs But one of his jobs the things he's going to be talking about tomorrow is primarica and how you can use the contacts in primarica to Help row your employees. Give them more to the job than just cleaning toilets, right? Not most cleaning toilets. I I like it But um that there's more to this job than that and help them build them up and Especially a lot of our people have a lot more money right now And so it's good timing to help them figure out how to manage this money So that in six months they're not right back to where they were Especially anybody that was collecting any unemployment monies or anybody that was on work share You know, there's a lot of different ways that people are getting a lot of money He also has a course that is a free course that you can send your employees through to Teach them some financial management skills and i'll tell you what That is golden to me. I mean most of the people that come to work for me Um struggle with money and and and they need all the help they can get and they really appreciate it So we have quite a few people that have bought some houses and cars and all that good stuff And i'm hoping that all can share with that. Is that some of that stuff tomorrow? It's a win-win Our cleaning professionals our team members be successful the more successful we're going to be That's awesome. I'm looking forward to that Friday we're going to um have on the spot. That is a rapid fire question and answer period It'll be liz myself and a special guest that you're just going to have to come here friday to find out who it is We need one minute to answer Your your questions. We have a clock that will show the seconds counting down And we haven't answered the question within a minute. We get shut down. We go to the next person. So it's really fast so Be thinking about your questions because we'll need a bunch of questions to make that work I just got confirmation about next friday's guest two times You remember who we talked about you. Yeah, so But you'll have to come back Next friday friday care about that But um Let's let poor martha off the hook here. Thank you So much. Thank you guys We really appreciate it martha super super helpful for everybody to get get everybody Getting started back on the right foot We'll uh see you guys here tomorrow five o'clock eastern. Bye. Bye y'all Bye