 Hey, good afternoon everybody time Stuart here. I'm with Liz Trotter. This is smart business moves. Hello, Liz Hello, Tom. How you doing? I'm doing well. How are you today? I'm quite well also It is Monday. It is Monday afternoon. No less Yeah, well over where you are we're looking at almost evening here, right? Well, yeah, it's five o'clock and Guess who's here? Katie Lambert No worries So I got distracted No worries over here It's only two o'clock So I struggle when it's the middle of the day because I'm like stop working Go go get on here. I think it'd be easier if it was like six I know well, I have this like I looked at my clock. I'm like, okay Five minutes and so I went over to talk to my manager and the next thing I know I get a text from Liz. I'm like Just got distracted Well, you know, I told Tom She's excellent at responding to text though I know I can text her because you're always Johnny on the spot with that Yeah, yeah, how are you feeling Katie? I know you've been sick. Yeah, I'm still feeling a little sick But that's okay. You don't look sick. You look good at least. No, thanks And Tom, I don't know if you know this I'm guessing you do but I She also just got back Katie just got back from a trip to Mexico I saw I saw some posts on facebook look like you guys were having a fun time. Yeah, it was really nice. I had a great time I really loved the posts. I I don't know where you guys were look like on a river or You're in water The ocean Was it just the ocean? Yeah. Oh, wow on the island. It's so nice. Yeah, it's beautiful beautiful. Yeah Yeah Well, I sorry you had to come back to work It's inevitable. It has to happen It does Oh tom, I was going to tell you something kind of interesting today so my I think I told you before that my brother and sister-in-law They Did a lockdown during covet. They were locked down for a year They didn't go anywhere. They didn't do anything except in their motor home They would go places in their motor home, but not leave it or anything And then they got vaccinated and they're like, we're free. We're doing everything So free that my sister-in-law is actually on a cruise I didn't even know the cruise lines were Up and running. Yeah, I didn't either. We saw a cruise ship off the coast of the island We were on we're like, oh, I didn't even wow, right? Yeah, what port did she leave from? Seattle Wow, okay So are they doing the are they doing the thing where you have to prove you've been vaccinated before they'll let you go My guess is yes, but I I didn't I don't know I haven't talked to her. I'm sure I'll hear about it when she gets home That's that's the big thing in florida that the cruise ships want to want to do that and the State Lidges well, I guess the governor Doesn't want them to have to be able to workforce that and They've been going back and forth the court here recently. Oh I'm going over that Actually going to court. Mm-hmm. Gosh That's a bummer I did have hey linda um I did have one other thing that I was going to Share with you. I don't know if you saw it today. It was on facebook. I think it was paul Paul freed which we all know everybody loves paul He posted in a couple of different groups That he was thinking about Or he had an idea about what what do other people think about the idea paying a thousand dollar Bonus at the end of the year maybe for people who have perfect attendance And in at least one of those groups susan stalker posted The um, did you see that katie? Mm-hmm. Oh you didn't so susan posted that um She had a System in place. She's in seattle. She had a two dollar an hour Bonus for people with perfect attendance And she was fined by the city of seattle 10 000 dollars per instance and She had to pay she had to pay all the people That didn't get the two dollar an hour bonus and the The thinking there was that it was a punitive toward people who were sick Or potentially had illness and so I wanted to bring that up because Once it happens in one place Y'all know how it is right wildfire. It's gonna start everywhere There's you know times changes time goes on and I had a discussion with somebody recently about this. It was a variation of of like I Guess it was kind of a bonus if you you work like for five can you know five days in a row You you got an extra dollar per hour and There's some schools of thought out there that you're penalizing people for having kids and the family and having And everybody should be entitled to that and I guess that's Kind of a variation as well and especially goes to perfect attendance because then you got the whole thing of oh Gee, I've got a fever and I might have covered but you know, I don't want to lose my perfect attendance. So I mean that's it's You know, we've been doing this for a long time Liz and you know 20 years ago You do things like this and I think twice about it I think uh We're I would say the day's coming but the day's probably here that you need to think twice Well, obviously Susan learned that right Yeah, she didn't share um the total Uh penalty But I know that it was substantial I had had a conversation with her and it was a substantial penalty. Of course, she's going to You know, I I'm sure she's going to you know, uh Go into negotiations Right that but if you think about that $10,000 per instance y'all So for every person that didn't get the $2,000. I mean the $2 an hour increase So I presume this is you know, maybe some state department of labor rule um I say presume because every once in a while some body will just come in and Assess some fine without having basis and I guess that's why you have the ability to appeal those things And this is a city. This is the city of seattle, which is um, um Penalizing her for this Yeah, so this is So what I have been suggesting to people Linda is that if you have anything that is related to um a perfect attendance link it to Maybe quality or something else that Is more in people's control the the reason why there's a struggle with the What linda was talking I mean what susan is talking about is because they're saying they're being Punished and that it's not possible for them to earn the same amount of money as somebody else But if it's linked to quality then you increase that ability again. So We have more more power. So if you if you're just dedicated and committed to this idea of a bonus Then that might be a safe way to go about it and and you know, we're really in a time now where I swear a month doesn't go by that We aren't having a discussion with our labor attorney on something That anything policy related and compensation plan certainly falls under under that umbrella Um, I would run it by your local employment practices attorney and and see if they have any concerns because The way they do it in seattle isn't the same way they do it in charleston, but You know, I yeah Because and hers was approved in seattle, right? That was totally fine She had run that by her attorney and it was considered completely fine and dandy really wasn't yeah Yeah, does she I trusted that she would have something on files showing that Attorney so that would be useful. That would be very useful It will be useful and that's um I'm sure that that's going to help her But it doesn't really matter what was approved six months ago if they say today. I'm sorry But we now determine that that's not fair Or whatever their determination is you're held to today's standards not the standard of when you had it The sniff test was done by your attorney. So I'm assuming got some regulation passed or some law changed or something over that six month period if nothing had Change then it still doesn't mean that your attorney gave you bad advice. I mean that happens too Yeah, and so much is interpretive So I I don't know about you guys, but I've called. Hey mark I I know that I have called the labor board multiple times and we joke around here Call five times get three different answers. So How many answers do you want you have to just keep calling until you get the answer you like That is really not a great way To be You know man, and when you get the and when you get the answer you like You get the name and the email address of the person who gave it to you and because they'll never send you an email They don't want a paper trail, but you say thank you for the discussion today. It was really awesome and helpful I really appreciate how you told me blah blah blah blah blah blah blah blah and send it to them in an email that way You at least have that you at least have that side of it, right that documenting is never going to do you wrong Documenting what what's going on so just um, I really like the idea of keeping everybody abreast of trends And where things are going and we all know that it's becoming more and more employee friendly everywhere And here's just one more thing to be looking out for Watch watch out keep an eye out check check and make sure that everything that you're doing is going to Because if it hasn't come to you yet, it's on its way There's another side of it too though I mean the labor market's tight and it's got to be tight for a long time and the expectations have changed And for you to be the employer that people are going to work want to work for You know, I think there's a school of thought out there that people don't want to feel like it They're being squeezed to to you know I think the day's coming where perfect attendance programs is going to be looked at as as as in a negative light Yeah, that's not a good thing. I I agree uh, and I don't think that's well it in one of the threads That paul posted this I can't remember which group uh cleaning business world maybe There was a lot of negative Feedback to what he wrote cleaning business world Yeah, uh, have you heard of that one katie? Thought that was it and they have a lot of members Multiple thousand members check it out. Dang. I gotta join that one. Yeah, see if it's it and and they yeah, there was a lot of Very very negative feedback from the other owners saying that That's an idea whose time has come and gone. You need to stop stop doing that now So I'm pretty sure it is cleaning business world. Yeah anyway So, uh, I just wanted to bring that up because I you know things are changing There was another idea just one last thing and then I'll let us get to katie's topic here Because I I really do love your topic katie and I I think you do such a great job of presenting it as well So, um, one last thing we were talking today about this $15 an hour. Did you find it town? Is it clean business world? I did It is And how many members do they have a lot 11,200 in change? Yeah So check out that thread from paul. You will be surprised. I think But I have to join the group Yeah, that's it. That's the one. Yeah, I joined Yeah, and tom I think I talked to you about this group before about a couple of posts that were put on here where the business owners have a different um A different bent to their thinking then we are used to seeing in other groups. So I like part of this group because they think differently and this is carpet cleaning. Mm-hmm They have a ton of residential cleaners in here. Okay thousands so so, um Shoot, what was I gonna say? Oh, I know I was the last thing that I really wanted to bring up today was um We were talking about This $15 an hour and how it's been so politicized now that It's not really about the money and I was thinking that the word that it that it invokes for me is um respect that people are equating this $15 an hour with respect um another business owner that I was talking with in one of my groups was he was thinking that it um equates to just the word fairness So that when people hear $15 an hour They think that's fair and they think anything that's not $15 an hour somehow seems unfair and The way I think about it is when they hear $15 an hour They think or less than $15 an hour They think that that company is just not a respectful company And I don't want to work for that kind of a company And so it's just it's different how one year ago The amount of money that you paid was not really tied As strongly as it is today to either one of those words fair or respect It was sort of that's kind of where it is And the the good thing about this is This conversation I believe is really sending us down a better path toward professionalizing the industry Because we are going to have to have those Those conversations a lot more so even though it's kind of painful right now I think it's good. I think it's taking us down a great path That I just wanted to talk about that real quick I I I agree. I I agree completely and You know, we're talking about $15 an hour And I'm just wondering how long it's going to be that $15 an hour is Going to be like yesterday's news Um Last quarter's inflation number it was over 5% And you know prior to that we've been struggling to trying to get it above 2% um, and there's There's a growing body of thought out there that you know inflation is going to be You know a bigger and bigger issue and A lot of a lot of publicly traded companies are raising rates and they're talking about it. They're doing their Um earnings reports their quarterly reports are coming out now They say they're raising the rates and consumers aren't batting an eye They're paying more money because there's so much money floating around out there Which means that people are going to be you know, I ask you for more money and it's just going to kind of be a A cycle thing is the thinking so You know I think that we need to be looking at that $15 an hour 16 17 whatever it is and You know, we don't think that while we're at 15 now. We're good because That might not mean anything three months from now Yeah, I think we definitely need to be thinking of it as a floor for us But I do think that we have some time because it took quite a while for the $15 an hour rhetoric to catch on so And we haven't caught up to that yet. We haven't caught up to the rhetoric yet So first we have to catch up to it and then we have to get a new a new Like number a new thing But that $15 an hour has been hanging around Trying to catch traction for quite a while and you know, coven just Helped help push it to the front of the line here But I think we have a little bit of time, but I definitely think we need to Think of it as a floor not as You know, not what we're trying to get to. Oh good. We want to get to that 15 bucks an hour Well, you remember we we talked about the jolts report when it comes out and that's like talking about the job openings they're still like nine main jobs that are under filled out there right now and You know, those are those are record numbers and um What was robin saying here? He wants to know about the $300 a week That goes to me in september. Yeah, but they they came in behind it with the Child tax credits which will in a lot of cases Replace that Susan are you paying straight hourly? That's that's interesting. I like to hear about this $20 an hour. Is that straight hourly or is that Pay for performance or yeah, that's a time on the job or time on the clock Yeah, that's that's interesting and if you're paying $20 an hour Is it per Time cleaning. Oh job ticket job ticket hour. Okay So so similar similar to percentage or right pay for performance um And katie we were talking about this today, right and I encourage you you're you're thinking about like different things What do I do with pay always considering it which we think smart move, right always be evaluating your pay And one thing that I know about you is you have always really loved percentage pay Sure, we have trouble with it every once in a while But I've heard you just be so thrilled with percentage pay option But sometimes there's problems too. Oh, yeah with every with every type of early problems. Yeah, no matter what you're paying Yeah, I think it's never had any trouble with their pay type Well, actually I would just love to talk to them because I've never heard of even um Oh gosh, what's your name tom up in seattle that pays? They pay um salary for their cleaning tax remember Yeah, um Out of out of y'all in seattle. I'm giving you the the location tom. You've got to give me that I know it seattle. Um The guy has a coffee business to Marcello Yeah, that's it marcello. Yeah They even they have had trouble and I mean I think that How can employees not be loving that right even they struggled With with that type of of pay. So you just got to find what you what you do and Do it keep doing it better and better and better find better ways. So Which I know you're you're good at. So anyway, we should probably it's already 223 I know I took us off on this whole other tangent today about pay and everything but So maybe she does this to us all the time. Yeah, sorry It's true. It's totally true Can you tell us about your business where you're located? How you got into the house cleaning business? Why? Yeah, I like an interesting story. Yeah, well, I own a clean queen in denver. Um, we started about three years ago here in denver but um, I started with in the industry like What long time ago? Yeah, like 12 years ago or something like that. Um, back in 2009 was my first year in in business So, um, and I started in hawaii with aloha on that for cleaning services. So I ran that for eight years and then I Moved and started that clean clean in denver. So, uh, we service north denver and we just focus on residential house cleaning And we we have about 160 recurring clients right now Wow So katie, I love love your story because you came to denver And three years you have 160 recurring clients. How many did you have when you left hawaii? Oh, we have like a hundred maybe like a hundred 20 maybe I think So it took us a long time to get there Yeah, but this the reason why I really love this story too is yes, you're in a different market But you also learned new things and you started doing things in a new way in a different way And one of the things that you started doing is you're going to share with us again today So, um, which I love you you found a new way to do a lot of different things um, by the lot of times people think that You know, it it's just one problem, but it's not wouldn't you say katie? It's not one thing You've really had to change multiple different tweaks little things to get there. Oh, yeah for sure Yeah Okay, well All right, what what how do you want do you have something to share katie on your screen or Do you guys want me to share the schedule board? Is that what it is? I'm I'm thinking maybe share the one that um, like your excel spreadsheet one Oh, yeah, okay. Sorry. Let me get on that rohex. I don't have to show you guys a bunch of stuff Just a second. All right, and I'll kind of Actually, tom you want to preface it a little bit, but you know a lot about this More than that I'll show the excel spreadsheet but maybe showing in made central a little later because I don't you know Gonna be better Okay, so this is not you guys this might seem The reason why I want katie to show the excel Spreadsheet version is this is something that you guys have seen Um in made central, but if you aren't in made central, it's confusing and it's like how is this helpful to me? I'm not in made central Yeah, and that really doesn't matter the hard point is if we're doing our scheduling with efficiency in mind Trying to take as much of the work day as much of the clock time as you if you will and Commit it to actually generating revenue and minimize the amount of non-productive time drive time office time so forth You can make a lot more money. You can clean fewer homes and make more money and that's kind of What we're about, you know for the longest time You go to convention and people start describing their business in terms of how many how many homes they clean and I mean that helps you can the more homes you clean the more potential you have to be more profitable but oftentimes We are as profitable as we could be because we're cleaning a bunch of homes But it costs us a lot more to do it than than what it needs to So you guys have seen a couple of different versions of this um in different ways over the past of the Over this past month and so the reason why I wanted katie to come on here She's really good at explaining it how it works and how you could potentially use it in your business Okay, can you guys see like my mouse moving and stuff and like me moving on to the different screens You might need to make it a little bit bigger if you can though katie It's big on my screen, but i'm not sure how it does it look to you tom. It can be a little bit bigger. Um So one of the things you can do is to make your your menu go away If you go all the way over to the right katie that little carrot right there That's pointing up the little upper d thing click on it No, go down a little bit Okay, that gives you a little more real estate. Okay now Press f11 That gives you a little more real estate I didn't know about that Okay, so can you guys kind of see the whole thing? Yeah, okay, so this is just the key Um, this is what I made. I basically mapped out my entire Um, this is our whole service area I mapped it out by the zip code and then I color coded it based on the city So our purples are Denver. We have commerce city Thornton, Broomfield, Lafayette, and then Arvada um, so That's on katie. Huh? Um, keep an eye out. I'm gonna raise my hand if I can't see you at all Sorry, I'm like only see the screen. All right. Well, I will be I'm gonna be interrupting. I'll try and be loud Sorry, just tell me. So, um, anyway, this is the start I'm gonna interrupt about is you guys if you have any questions Put them in the sidebar go ahead and post your questions if you come up with some and we'll get them to katie All right in chat. Yeah, so you're doing this on a spreadsheet. This is something Yeah, this isn't a spreadsheet. So originally we learned this from kathy gauge and it was like Paper like you can literally physically make it on poster board. I'll show you in a second Um, and then aja built this for my sister in a spreadsheet and then she built it for me as well So thank you aja Yeah, um, but Basically, I you know, I got the color coding from um Oh, I can't even remember it right now. I'm so sorry. I like took dayquil and I'm all fuzzy headed right now. Um Does I remember where they're called Anyway, it doesn't matter how you color code them Um, but down here we have Monday Tuesday Wednesday Thursday Friday. So, um, if you look at Monday this is Just one month. This is the Monday for the whole month for one team So we can see We split it out by the odd weeks and the even weeks. Okay, hold on katie I'm gonna have you go really slow here because this is where people always get lost. It looks like so much going on Right. It does. Yeah, um, tell them like this is one week one team What's the next box over sort of give them context about yeah, okay? And I apologize because some of these numbers, um are not a hundred percent but this I put the just the team name up here um And where they're located because we are kind of remote and we Dispatch them from where they live And then we have over here slot one slot two and slot three That's the jobs they can do for that day We're so low. So we typically do only do two jobs a day But occasionally we'll have that three jobs. So we had a third in there um, and then In each of these slots, um is where we put the job. So the monthly job We only clean them once a month. They only show up on one spot Our bi-weekly jobs we clean them twice. So they cover, you know, the span of You might have to explain why things are out of order katie. Why do you have like one three two four Instead of one two three four. What does that mean? Yeah, because we used to do okay. So how I had it over here was purple one Purple two and green one green two That's how we always did it and it just like made sense to us but we had to um go to a calendar and like Color code our calendar for the whole year and everything But it's basically often odd weeks and even weeks. So you have Your bi-weekly clients. They're either going to be on If you if they schedule every other week It's they're on week one and three or they're going to be on week two and four for the month All right, so you're going like this one and three, but on here it would be one and three, right? Yeah, yeah one and three and then two and four. All right So if you're looking at a calendar y'all, it would be going this way Right, but they just have it going sideways to make it easier to be able to see All right, so you've got week number one and then a bi-weekly customer would also be cleaned on week number three Yeah, or it would be cleaned on week number two and then again on week number four so Like katie's showing one customer a wow. That's a crazy name but goger Right Is is a bi-weekly customer and they're cleaned on the second week and on the fourth week Yeah, yeah, and the way we made this was um the Uh, cannot even remember the name conditional formatting. Thank you. Oh my god The conditional formatting we made it so that um, it was going by the zip code So that's where you can see this key You know, it was 80020 So we just put 80020 and it automatically turned it orange Okay, and the reason why we color code them Is just so that we can pair them closely together So we know that if there's an opening and somebody's in the orange area We're not going to want to pair them at a purple job because they're going to be driving all the way across the service area All right, so i'm going to cut in here for a second So for those of you that were on the call last wednesday and we had Oh, tom what's your name susan? No Wednesday from canada sherry weavers sherry not susan sherry sherry weaver Okay, sherry weavers from three little birds So for those of you that were on wednesday sherry talked about color coding Her zip code map Um, and she did it kind of in a circle and she did it as a rainbow. So it was red orange yellow green Right blue purple whatever and then she Um, also did it from the inside to the outside So she had like three Levels so in the center Here's the red in the center and then the orange yellow green and then as you go out same color But like a lighter version. So here's dark red medium red light red Same thing. So when you're thinking about What katie's showing you right here setting up these zip codes You can see really really quickly that they go together that the different and if you want to set it up Similar to what katie's showing you here You might want to consider doing it the way sherry has because that's kind of like next generation Of this it's like even even a deeper version so that you can be even tighter Because how important is that efficiency? Yeah, for sure All right, go ahead katie. Um Yeah, so yeah, it's very important for efficiency So our goal with this schedule board is to continue to just get our efficiency down Um, ideally we'd like to have each job no more than like a 15 minute drive um And then that's the only extra time throughout the day because they started their job and then they Clock out and go home from their last job. Um, but as you can see here, we have the name We have the the amount of hours the job is so two hours three hours. She has a five hour day I have no idea why it says 3.5. I'm sorry. I don't have all my numbers fully added up here But um, we try to schedule our cleaners 67 hours. So I mean at that point She's pretty much full. We'll have her available to help somebody at the end of the day if needed. Um But that's just kind of how we were doing our schedule board before we went to um made central and made central Has made this even easier for us So, uh, stick with this for a second katie. Okay, so go up go up again to show us that first one So this is one person Veronica broom field is her name, right? And so this is Her monday. Yeah Is her so her tuesday is on a completely different tab. Yeah, so tuesdays. I have over here I have I have all the days on different tabs. So we're just looking at like a day and we see all of our teams This is very old by the way because I haven't used it since we need to meet some people Yeah, but um, but anyway, so it gets over to monday again all right, so here Like if i'm not familiar with this, how do I know if I have an opening or not? um, so You can basically all of these tan areas Should be openings like see Kelly has nothing on her even weeks Okay, or I'm sorry. It's the odd weeks. Kelly has nothing on the purple weeks. So we have like plenty openings there um Candice has openings for monthly for purple one week Um, I'm looking at this if I need to if I need a spot for somebody that's weekly And I'm looking at just this window the only one that's open would be Candice is that correct? Basically, but I mean honestly I like I said these aren't completely updated. She already has five hours here So I probably should have put full So we really don't have a weekly spot So if I'm looking for weekly I I need to be able to fill four boxes all right next to each other Right. Yeah, and if I'm bi-weekly I only need to be able to fill two boxes, but they have to be right next to each other but they can't be like um Column i and column j even though they can't be like that it has to be Think think of a bi-weekly as even or even weeks or odd weeks either one in three or two and four So yeah, that's why we have it over here one in three and two and four Just to make a little more sense because we used to do like purple I'm assuming at some point you add up and you say I've got you know 80 bi-weekly is in a perfect world roughly 40 of them will be on the even weeks and 40 would be on the odd weeks If ideally you would want the same amount on each week, right? Yeah, that that makes sense So if you're looking for a job, okay, so go ahead. Sorry tom. I think So if you want to schedule a weekly I mean, I this is this is this is cool. I mean this is like back to the magnet board day Yeah, what do you what do you do to schedule a weekly because Rarely do you have four slots all in a row, right? Yeah So how would you find a spot? Well one way um, it would be that you could either just um move k wilson You know this one to somebody else's and create an open spot for olivia Um, and that would be the same consistent cleaner That would be what I would do honestly. Um, or you could have olivia go three out of the week three weeks and then like can just go one week, but You'd be having a different cleaner That's on monday. You might click on the tuesday or wednesday tab Oh, well, yeah, if you're looking at just this area. Yeah, no if I were looking so If a client called in and wanted a weekly spot I would say we have tuesday afternoons available because olivia has tuesday afternoon. You can see that easily here. Yeah, um Veronica has Veronica and alexis have wednesday available um And that yeah, so yeah, we have tuesday and wednesday available for weekly slots right now without moving anything around So a lot of times or at least sometimes that weekly customer says it has to be Friday just because it has to be but if you've got That every four week customer On friday, you only go every four weeks. Anyway, you probably have more latitude to call them up and say hey Is it okay if I move you to tuesday Yes, um, and in fact, you know what one thing that really helped me, um We recently have had some you know some staffing changes so I had to go through the master schedule this week and I wasn't even sure if we'd be able to Can you know keep all of our clients? So what I ended up doing was I ended up Moving all of our monthly's to not schedule just to make sure I could fit in all of our biweekly's And just to see if we even have room for all of our clients. I didn't even know so I moved off all of our monthly is Made sure we had room for all of our weeklies and biweekly's and then counted the amount of spots And we have plenty of spots But we're going to need All in and call all of our monthly clients for next month and ask them if we can put them in on this date And just either see if we can go four weeks from there or just temporarily put them there until we can get better hired But that is um, I mean again, we're talking to my business moves That is a smart business move if you're not sure if you have room Don't just go don't just keep cleaning houses and and skipping jobs or canceling or whatever you call it Don't just keep going Just as soon as you recognize that you have a problem Make sure that you have your biweekly's in your weekly scheduled and then start moving around your your monthly jobs or your quad jobs Or four weeks or whatever you call them. Yeah, exactly people are already flexible Okay, um, so how does it play in katie with the color? So let let's say that uh, can you go to the zip code? Yeah Like we have orange and um, we have some orange and yellow here We have some light purple and light blue here and then we have some dark purple and light blue. So let's go look at that um So the orange and yellow, you know, it does depend on which yellow because sometimes this yellow is like way over here We could do a little bit better color coding. I'm sure with thorton is just like covers most of our service area, but anyway, um, we're usually pretty safe about pairing the oranges and the yellows Um, and then the light purples with the the light blues are also usually pretty safe Um, and then, you know, the dark blues with the the light blues, I think So if I am a purple job, I'm a purple customer And I want to have my house cleaned weekly Do you start looking for jobs that are like yellow and lavender and peach? Is that how you start or do you start looking for the day? Which one do you start with? Well, um I mean with how a schedule tight our schedule is we would just have to start looking at I guess who has the openings Um, but ideally we would want them to be like if they were these light purple jobs um This tan west minster is basically our center service area and that's where our office is so um, we pretty much pair anything with these guys Um, or we try to we try to fit it in with like a blue Um yellow potentially, but we have to make sure it's this zip code yellow And not like this zip code yellow So that's why I'm saying you can probably do a little bit better with our color coding Have like a light yellow in here and a dark yellow up there or something but I think what I heard you say is um in an ideal world you would Um go for color first you would look for an opening in the correct color first. Oh, yeah But if you're tight you want to pair a weekly we don't want to like get somebody hear it for then pair them with a job here That's gonna really suck for the cleaner every week, you know, right? So might and if you did have to do that might be a temporary thing Yeah, oh it would be yeah for sure. Yeah, I'm letting them know All right So Anybody have any questions about the way that this works this this thinking and this methodology And why you might want to do something along these lines? I mean, I I think the people that use this can really really see how Valuable it is, but the people that aren't using it are like, I don't get it. It just looks kind of convoluted Maybe you could show made central now that they've seen how this works So we're going to show you made central how it can be even more How you can get even more value out of it, but keep in mind you don't have to have made central Because you can always build it just in a regular excel spreadsheet. You can or do it on a wall Right. That's how kathy did it We've seen Companies do it on a wall or in a spreadsheet And you did it on the magnet board for for years too and I think matt said he did it on the magnet board, right? Yeah, I did it on your velcro like I like literally velcroed or whatever Okay, let's just uh I'm going to share my screen and you guys are going to see everything. Okay. Can you guys see this master schedule? Yep, you can see it. Okay, great. Sorry. So, um, oh wait, let me sorry. I'm here refresh I just cleaned all this up. You'll see all my monthly's in in What happened? Okay. Well, anyway, I'm not sure why these are showing up still, but anyway, okay So you can see these is where I'll put all my monthly's Um And now the girls that have jobs left And when you say these are all my monthly's katie because nobody really knows what this means by these are all my monthly's Those are your unscheduled. This is not scheduled. So we assign these jobs as like not scheduled um And why are some of the squares big and some of them little? So, um Sorry, let me refresh this for what Okay, so these squares that just cover one You know, these are the monthly's because they just cover one week. You can see up here week one And the date this is the gold right here Week one august 9th. So we know for august 9th You know, we're gonna need to find her room on the schedule august 23rd is week three week two is august 16th And then week four is going to be august 2nd And so the size of the square or I know they're not squares and blocks Is how much time you need? Yes, so going um This way is just by the week. Um, but then going down is by how much time So we can see this job is 3.25 hours and it's scheduled till 12 15 Um, and then this job is scheduled at one o'clock for four hours. So it's ghost till five Okay, um And so now all the jobs that you have on the unscheduled in that unscheduled window you're gonna You're gonna all these are not jobs. We're gonna try to strategically place them based on the color coding So we're going to call these clients and ask them like these clients all on this row are all scheduled for august 2nd And we know already we can't fit them all in august 9th. So um I need to see like where can we fit them in where it's going to really fit best for us? um Based on their color like the purples we might see if we can put on tuesday 8 3 instead of um Monday 8 2 just to make the driving easier But since they're only scheduled for once in the month, it'll be a lot easier for us to go through and place them um With the date and honestly, we should be able to place a lot of them with the date They're already scheduled. They're just going to be like, you know, we just need to find which team they're going to be best with But for example our fridays like I think look at I have like these teams are the ones I had to unschedule so I have This girl has openings on two days So we have two openings for friday, but look at how many nonscheduled jobs we have we have eight not scheduled jobs So I can only accommodate two monthly's for fridays for the month of august and six of them I'm gonna have to ask if we can put them on for like thursday or wednesday or something okay All right, because they're red you're gonna probably put that red one there and then we're probably gonna find um Honestly, probably one of these orange ones. We just have to look at our You know master schedule and see Can you go over to week four? katie go down to the second Like what's that weird gap you have a gap. Oh no over on the right hand side Oh this no keep going You know up go up and over there you go see that gap Yeah, it's because this is kind of a tricky one But it's because we have this client scheduled at 9 a.m. And then this client is not scheduled till two so Yeah, that's I think they haven't scheduled that way because he's like a school teacher or something so So you're gonna look for something to put in there. I'm trying to find something to fit in there or um Honestly half the time I mean and the client knows this that we might have to send somebody else later in the day We don't have somebody to Yeah, we might have to send send like a different team or even reschedule them because we typically don't schedule Since we're solo we typically schedule um Our second houses at like noon or one and then she's at Well, it looks like two, but yeah There's a giant a giant gap there that looks like enough for a house. No problem It would be yeah, because she only well, she has five cleaning hours on but I know for a fact this um, this cleaner in particular Can handle more um So if we found another two hour or three hour house in the vicinity like another yellow house, we could Fit it on her schedule. No problem so one thing that I Like that from last week also is matt was saying That if he has a job like that that's going to be causing him some grief Because they have to be scheduled at nine o'clock that first job of the day He charges them. I think 25 dollars. Was that right tom? Yeah 25 dollars for uh first thing of the day Yeah first anybody that schedules first job of the day or that guaranteed time slot if they need that guaranteed time slot That they get that they pay 25 dollars and I thought oh, okay that that can make it a lot easier to It can make For me. It can make me feel like I want to be more flexible. Yeah. Oh, yeah, that's what I think I'm like, dang. I would love to have more flexible clients. Yeah What are your I a lot of our clients are very flexible. So we're grateful for that for sure Linda's got a question here for you katie Sorry, I like literally can only see my screen right now. What do your solos do if they finish their first house at 10 30? And then they have the next house at 12 Are they off the clock then? No, um, well, we we do ask them all to take the lunch break in between So that would bring her to 11 and then she has her drive time to her next house And we give it to our window. So that client didn't get an ETA saying we're going to be there at 12 She got an ETA saying we're going to be there between 11 and one So, um, we would just send her it shouldn't be a problem. Um, if it was going to be like an hour early We would just text the client to let him know but um with made central That's the other great thing is all of our clients are set up for an on-the-way text. So as soon as the girls Close out their first job It sends the client a text stating that they're you know this far away and then they can add their own time for lunch So Go ahead Tom. So this whole scheduling concept of the master scheduler Just to kind of put it in perspective the purpose the the why behind this um You're able to quickly find Places to schedule your recurring Yes clients your your every week your every other week It's and do it in a way where? They've got the same cleaner every every job. Yes And at the same time doing it in a way where you're minimizing downtime which Helps increase hopefully maximizes your efficiency Yeah, I happen to know what your average efficiency is with this type of scheduling So we had I mean we were in the 90s for a long time Recently we've been having some training problems where We've just been slow. So we've been spending longer at the jobs But our scheduling efficiency is usually in the 90s easily So when you say you've been slow you mean that the people have been cleaning slow Our cleaners have been cleaning slower than What we've done in the past So so that's good information too for those of you that pay Percentage you think One of the problems I'm going to have is my people are always going to be speeding through every house And and that's just simply not the case right Katie you pay percentage Yeah, yeah, you've got people that are are spending too much time. Yeah, right You did say go ahead Tom then if you're paying percentage One of the things that you have to do is you always have to be checking to make sure that you're Paying whatever the agreed upon minimum wage is and it might be whatever the state It is or in your company might have something higher than that But if people are working too slow then You're having to basically subsidize whatever their Revenue share is their commission is in order to get them that minimum wage. That's is that what you're having to do Basically, yeah, so we um at our company we have a base rate So our base rate is 15 an hour. So they'll never make below 15 But we pay 40 of the job ticket to them. So Um before I had cleaners that we're averaging 18 to 20 an hour for all their hours works every week. Um, no problem But we've been getting some ones that are just um A lot more detailed and very much slower And so they've been averaging under 15 an hour. So I have to supplement that pay So we're trying to figure out How we can speed them up because we just don't understand why it's we've had such a drastic change Especially with people that were making good money before well exactly and that's the problem is that we were you know We've been advertising that they can make this great money and then they've been coming in and not making it and so I'm like We've got to definitely be making some changes And so that's that's all companies, right? We all have that situation where Sometimes your people are working fast. Sometimes they're working slow. Sometimes they have high quality. Sometimes they have low quality It's not static But what one thing that you do want to do to that's why we're talking about this this is This type of scheduling can help you with with that problem whether they're fast or slow whether they are the best quality or Not as great of quality as you want them to do You need them to be efficient because that's how you're going to at least get the best out of them Yeah, you don't want them driving all over or heck and gone also No, yeah for sure. We need them to be able to do six to seven cleaning hours on their own um And then the ones that can it's like they can do their whole schedule in the day. They make good money It's great But the problem we've had recently is we've got so many new people in that couldn't pull Do the six to seven cleaning hours? And then we'd have to get the girls that were done with their six to seven cleaning hours to go help them and they kind of like diluted everybody's pay so That's what we're working through right now And overall they're still going to be making money. But the people that are Are slow just don't make as good of money period. Yeah, just that's but the people who do Do make good money And if you can get three jobs in like you were saying sometimes you can get three jobs in on one team They can make really decent money. They can Yeah, I was having some girls make making some really good money for sure. Yeah Well We have three minutes. Does anybody have any questions about About this this is the last time we're going to be talking about this for quite a while So and we keep hammering on it because Super valuable And this is scheduling and you know dispatch month. So if we don't talk about this, what are we going to talk about, huh? Well, we're probably going to talk about all that crazy stuff that lis brings up at the beginning of beginning of every So see we we've got to talk about what we're supposed to talk about Um, there is Tom. Can you show just really quickly? um, how The scheduling normally or I guess katie can you Share um really quickly how the scheduling normally works if you're not using the master schedule What you would normally look at because that's something that other people that people haven't really seen And we just have a couple of minutes. So you mean like the job board Yeah central. Yeah, okay Can you share your excel file katie? Oh my excels like my excel job file. Yeah The master schedule spreadsheet. I don't know the master. Oh, I'm sorry Yeah, I can share the master schedule spreadsheet for sure. But do you want me to show The job schedule right now? Yeah, just the way that it looks like how for people that Don't do the The job blocking what's it called? The master schedule using the master schedule. Um, how would they what would they normally be seeing? So this is our job schedule. Um So we can see The jobs that they're at it goes this way. So, you know, the times are up here. This is a team member And so you can see, you know, she has the job to here and then this is her next job Well, most people are done. Oh, everyone's done except for one girl today. So we're And so how these knowing that they're done is that little bar on the bar? Yeah, the green shows us they're done and then there's an orange bar right here showing us that she's still working. So But she'll probably finish up very soon. We had a slow day today So I didn't really want to spend a lot of time here. I just wanted people to see how it works With a normal scheduling option because if you're not familiar with The master schedule, it just looks like a whole heck of a lot of colors all over the place Yeah, so you can see here is still like, you know, all of the color coding thing from the master schedule Just one day. Yep Yeah So actually real quick. Um, if we have just like one more minute, I can show you Um I'll just show you what it looks like. So Monday, April 2nd. Okay, so we can see Monday, April 2nd. We're gonna have It's gonna be an interesting day because we have a lot of monthly's that I have not scheduled but This is that and then over here We can go here Those are all the monthly's I haven't scheduled but otherwise you can go on and see these are all the jobs like team four This is team four's jobs on eight two And this is what it looks like on the job board for her So Okay Awesome, I think I think it's helpful for people to see that there are multiple ways to look at it You can be seeing it going this way or you can do this way Yeah, this is what we look at daily just to how to schedule or whatever. Um, like just We're dispatching more dispatching. Yeah, this is how we dispatch And then we use the master schedule to plan our, um, you know, just our recurring jobs And Go ahead Tom. Well, we are at the top of the hour the switch passed Yeah, if if we can share your your your your spreadsheet, k. That would be awesome if you just want to want to get it to me We'll we'll get it uploaded Yeah, for sure And we'll we'll have we'll have that link, uh available by wednesday because we're going to be back wednesday um We're going to be talking about Scheduling and dispatching I guess Are we? I think so It's still july Oh, yeah the 20 28. Who's our guest Tom? Oh, oh wednesday, so you guys are coming tomorrow. I'm so confused. I think Is our guest on wednesday who joe walsh We know joe walsh. Oh, yeah. Do you know what he's sharing? Scheduling Joe made some substantial changes to his business in covet and and and i'm going to say accidentally learned a ton of stuff about What makes your your your your your cleaning professionals happier and makes your clients happier? So I think I think his spin is going to be a little bit different It's not going to be so much on the efficiency part of that. It's going to be the psychology of Of basically consistent schedule That he learned a lot and he's got some some data to back it up like if you can get the same cleaning professionals back to the same clients On a regular basis a lot of really good things happen and in your company He'll even argue that even if you have to drive a little bit further to do it You're still going to make more money for all of the other reasons. So it's uh, it's uh Joe's just got an interesting take on it. I'm excited to to hear it again So basically we're going to be talking about some best practices. It sounds like All right, awesome. Well, I'll be here Tom Well, Katie, thank you so much. This was This is good stuff. Especially while you're sick and just getting back from vacation. I really appreciate it Yeah, thanks guys. We'll actually take the rest of the day off. Katie. Yeah I lost our I will You guys take care. We'll be back one day. Bye. Bye