 Hey, good afternoon everybody, Tom Stewart here. I'm a Liz Trotter. This is Smart Business Moves. Thursday. Thank God it's Thursday, right? Yes, because you guys, if I have to listen to Tom, give me grief about not having two screens again, I'm going to die. So guess what I'm doing this weekend? Sending up a second screen. Sending up a second screen because we just went through a drill a minute ago and you guys, I'm sorry you missed it actually. You're fortunate you didn't have to watch it. We weren't able to do something pretty basic because we only had one screen. Tom, I'm in trouble again you guys. It's not a shocker, right? Yeah, it's all good. All right. Tom tried so hard to be patient with my crazies. All right, I do have to send that PowerPoint over to you though. Yep. We can joke as much as we want, but really, I do have a PowerPoint. And just so everybody knows, I think we're okay now. Like schools let out midday because there was like a wave of some weird storms coming through and earlier it was like big gusts of wind. They said it was like 60 miles an hour. I don't know if it was that bad or not, but they said we're, you know, there's chances of losing electricity as well. So if I disappear, you know, it's not because I'm just bored and didn't want to play anymore. It would be because of some God. All right, that sounds good. But gosh, Tom, it sounds like it is really pretty severe. Usually when you guys have stuff like that, they do close you down because it gets flat. Yeah, it was it was it was rough earlier. Now it's just kind of in a lull. I mean, I don't know the worst of it may have passed. I don't know. While we're here, I'll check the radar and see. Hey, Linda. Hey, Leslie. All right, y'all. So we practiced a little bit with Zoom yesterday. I think we liked it. We're either of you guys, were you able to jump on? Did you have any? Oh, yeah, because neither one of you guys are on the Zoom. So I'm wondering if you were here yesterday and didn't know how or if you just chose not to give me a little bit of feedback on that. I really love the Zoom thing so that we can talk to you guys instead of just reading your comments. Hey, Don. Hey, good to see you. So I'd love to know what you guys think about that. We'd like to do more of it. Tom actually is the one that does it. It's super techie the way it has to be done. I thought, oh, gosh, it's gonna be really easy. It says at the bottom down here, just share, do a Facebook live. But yeah, it doesn't work that way. You were on Linda. Okay. Oh, actually, you were on the Zoom. Yeah, you were on the Zoom. That's right. Okay, how hard was it, Linda? Did you struggle at all to get in there? Second screen, Linda. She's on your side, Tom. Yay, two screens. Fine, Linda. Fine. Take Tom's side. I don't care. I got the Cheetos. All right. Like the Zoom but didn't have green on. No green in your wardrobe. You know, I had the shop too. Just saying I did. And did you all see what Tom had on? Because seriously, you can't really believe Tom had that in his wardrobe. What was that little Care Bear, Tom? Yeah, it was a Care Bear. Big Care Bear. The green one. A green Care Bear. It was very cute. Like if you're looking for, like, St. Patrick's Day swag and it's three o'clock in the afternoon on St. Patrick's Day, your choices are limited. But I bet you got a good price on that Care Bear outfit. I'll have to check. I'm not sure. I'll bet you did. Was on a lawn chair listening yesterday. All right. Well, it can't be that gone. I mean, are you, but you're in Michigan. Or were you out of town? Were you maybe? Because in Michigan, I wouldn't imagine the weather was on or weather. Yeah. No. All right, Robin. But you did like the Zoom. Good. And Linda, Linda said it was easy peasy. Yay. So is there, was there a reason why sometimes we don't do Zoom or we do, Tom, other than just us trying to figure it out? Just trying to figure it out. I think that we're pretty, pretty good to go. Today we're not doing it because we had the PowerPoint deck and we've, I think we've already proven that it's probably best that we aren't doing it today. What I'm really looking forward to is when we play Wheel of Profit, we'll be able to do it inside of Zoom. And that'll be a lot more fun. Yeah, it'll be a lot more fun. It'll be faster. It'll be more game showy. Right? So, hey, Denise. Good to see you. I did talk to you earlier today, but so I don't even know why I'm saying it's good to see you, but good to see you. Yeah. Oh, what was that Tom? We got doubles of us. Okay. You want to see this? Sure, schedule. Let me talk about the schedule. So we've got two more weeks of what we're doing. So we thought that it would be interesting for y'all to be able to see what we do at Foundations and just sort of give you like a little taste of what we do, but we wanted to make sure that we're also giving you some value. And you know that it's not as easy as it sounds because we want to be able to give you all the goods, but on the flip side, that takes normally like 80 hours to do that. So that's not happening, obviously. So we're, this is our first week. Derek was talking about the marketing calendar on Monday. Hopefully, you guys got some ideas from that. Good takeaways. If you did, let me know what you got out of that. I'd love to hear about it. If you made any changes to what you were doing, that'd be awesome. And then on Tuesday, Tom talked about making sense out of financial statements. So we've been talking a lot about KPIs. So I know that people were thinking, Oh, it's just going to be more KPI talk, but I hope that you guys were able to see that wasn't just KPI talk. He talked about the three, the three, the P&L, the balance sheet and the statement of cash flows to talk about all of the financial statements. I think he did really, Tom, I think he did a great job in that small amount of time of giving really good information that like had some meat on it as hard with that topic, I think. Yeah, we could take a month and talk about them too, if we want. I mean, there's a lot to be said. No. Robin? Oh, Robins. Well, I like, yeah, let's talk about them. No. Well, I think we did a good job, or I think you did a good job. So today, I'm going to be talking about the necessity of consistent ongoing training and education, because that is something that's super. Hey, even Robin is like, no, that's too much. Okay, okay, no. No, but today we're training and education. This is an entire big module and foundations. I think it's module eight. And it is about training education. I think orientation might be included in this module as well. But today, we're just going to talk about the training and education piece. I think we can probably do everything else we want to talk about today, Tom. Oh, wait, I didn't want to. Didn't, didn't something happen in the news around PPP? Like they extended the date or something? I don't know. I've been really consumed with some other things today, but I will chat. I thought I saw. Any, any idea what where I saw it? I think it's probably PPP deadline, maybe one day ago. Yeah, okay, I could have gotten that wrong. House voted to extend PPP for two months. Here's why it happened Tuesday, the house voted to extend the paycheck protection program for two months. Only three people voted against it. Wow. Okay, so who says that Congress can't agree on anything? Well, you know, they still have quite a bit of money, must be. So that's why they're doing that. There is another extension, the IRS extension as well. Yeah, yeah, go ahead. No, yeah, you're right. That was that was announced that we've got until May 15th, the file or personal tax returns. If some states, though, haven't necessarily made that same change. So in most states, you have to do your federal before you can do your state. So you need to check and see what your state is doing. If you file a living state that has federal taxes, or excuse me, state taxes. And I guess if you file quarterly tax returns or net tax returns, but you know, estimated tax payments, they still have to be made by April 15th. So some some fine lines there. Jay, you got two more months on the PPP though. Yeah, that's great. I think that's really good for a lot of people that just didn't didn't jump on it at and when it first came out. So I did love that they opened it up to the smaller companies and sort of, you know, closed it off so that the smaller companies could get in there and do that. I thought that was great. Tom, do you remember Megan that worked for us in Portland? Yeah, that lady right there looks exactly like her. So weird. She's working for CNBC now. Apparently, there she is. I dropped the link to this in the chat. Okay, awesome. Okay, so that's what we're finishing up this week. Next week real quick, Derek is going to be talking about SEL in plain English, which is awesome. Do you think we'll be doing Zoom next week, Tom? I don't know. No reason why we can't. Yeah, yeah, well, we'll try and do it. Well, because we'll be doing PowerPoint. So bear with us a little bit while I mean, I think Derek is a really good person to practice on too, because his PowerPoints are usually really small and easier. And he can wing it too. So if anything was to happen, he's really good at winging where that is good. And then you're going to be talking about, go ahead, tell us about this, Tom. I don't know. What am I talking about? Oh, the PPP, Pay Price Productivity and Efficiency. Those are four metrics when you manage them together, you can drive profit in your business. And this is a presentation that I originally did for the Juno Summit. And it's a different model, but it's pretty cool. And I don't think I've shared it with many people. So be here next Wednesday and I'll show you how it works. And you will love this, Robin. So I really love this too. Really, really good. You'll love it. Next week, I will be talking about improving recruitment to improve retention. So there is a lot of new stuff going on right now. And we have to be doing things differently than we were doing them a year ago, for sure. But even just two months ago, things are different now. The landscape has completely changed. You guys know most of you know. And if you don't know yet for you, that recruiting right now is it's tough. It's a challenge. We're having to work a lot harder to get those people and to keep them. So that's what we're going to be talking about next week. And then on Thursday, we will have something kind of fun to do. We don't we we don't want to tell you guys exactly what it is right now because we haven't nailed down exactly what it is that we want to do. So we're like, we're looking at a couple of options. But it's going to be participation. It's going to be Zoom. And you'll have two options. You can either be part of the Zoom or you can stay here on the live stream side, on the on the Facebook or YouTube side and watch it. Yeah. Okay. And then the next week, we are doing client management. And Derek's going to talk about sales as a teachable skill, because that is something that is really cool. A lot of times people think that you have to be born a salesperson, but you're going to explain how really it is a teachable skill. And then Tom's going to talk about, you know, we talk about this idea about stacking revenue and high frequency recurring clients, because this is a topic that we just can't not talk about. It's something that is critical to our business soul. And then I'm going to be talking about controlling your quality standards. So this is going to be about that presentation is about how to how to manage your quality standards and how do you keep them where you want them to be. And so they don't drop. Probably you have run into the situation where your your standards are great, your quality is awesome in your company. And that falls off. You have some employee problems that it gets worse than that. Oh, yeah, everybody's good. And you're back up again. How do you manage that? How do you how do you keep it on a more even keel? All right, that's it. Alrighty. So thanks, Tom, for running my PowerPoint for me. Is it big enough, y'all? Yeah. Okay, it's really small on my side over here. And let me just I mean, I've got a I could make it bigger. Oh, yeah, that's probably good. And I can make my screen bigger here, too, which will make me I don't really need it bigger since I know what it is. Now it's little. All right, fine. If you want us to make it bigger, as we go, just let me know. So yes, I was right. This is module eight staff and necessity of ongoing training and education. It says staff just because and it doesn't mean the staff in your office. A lot of times when we talk about staff, we're talking about staff in the office. It is I use the word staff just because it's all of the people that work for us. And all right, Tom, I think we're ready for the next slide for the first slide. All right. So these are some of the benefits of and these are what I would consider like that my top eight benefits that you get from a good, strong training and education program. So you get increased job satisfaction. And if anybody hears something on here, they're like, I'm not sure about that one. Just type in which one it is. And I'll go into a little bit more explanation about how you how this is a benefit, but increased job satisfaction. I think everybody knows that when your employees are well trained and they have the knowledge to do their jobs well, that they feel more satisfied in their jobs. We've talked a lot about that, especially over the past year on the Facebook lives on smart business moves, about the importance of training and education. Because your people, it's one of the first things that your people are expecting from you, that if they don't get their satisfaction job satisfactions can drop like a rock really, really quickly. So job satisfaction. Next thing is increased motivation. So people feel more motivated when they know how to do their job well. And when they have the education that that helps them to understand their job. All right. Next thing is morale. So I think this one is kind of obvious that people feel better and they're happier when they know what they're doing. When was the last time that you're completely out of your depth and you're like, I don't know what anybody's doing. And you were just like, who top of your game feeling PG keen. Yes, that's not the way it works. Your map, your morale really goes down when you start feeling out of your depth. So that's one way that you're training and education really helps morale retention. So we've talked a lot about this. If you haven't been in on any of those conversations, just trust me that when your people are fully trained and have some ongoing education, that it's easier to retain them. It's they feel like there's more going on with them and with the job and that it's more than just a job. We'll get a little bit more into that further on. The next thing is increased capacity. So if you have people that are satisfied in their jobs, and they're feeling motivated and they're in good moods, they have great morale, and they're sticking around, you're able to retain them. Doesn't it fall right in line that you're going to have increased capacity? You have people come to work, people being able to work more and do more. So you'll be able to get more cleaned with the same number of people, increased capacity. The next thing is increased value to the clients. I hope this is a given as well. If your, if your people are satisfied in their job, they're feeling motivated, they're in a good mood, they're sticking with the job and they're able to do more work for you and you're able to do all the work that they need to have done, you've increased the value to the clients. They're happier, they're getting what they need and efficiency and productivity, increased efficiency and productivity. So hopefully this is all making sense the way all of these things all tie in together when your people are satisfied and motivated and have good morale and they're sticking around with your job and they're able to do more and you're able to get more done. Your clients are happier that they are able to be more efficient, more productive, which obviously equates to increased profits. I hope everybody's able to see that these are really awesome benefits, my top eight to a strong training and education program. Alrighty, Tom. And you know, it's kind of cool because it's like a virtuous circle. You know, it's, it builds upon itself and it gets momentum and, you know, the beginning of the year, we talked a little bit about profits, spent, you know, an hour or two talking about it and without profit, none of this other stuff happens. Conversely, this stuff, you know, the profit doesn't happen with this stuff. So it feeds on itself and it builds. Yeah. And we always bring things back to profit because that profit is like, like Tom showed in the very beginning of everything that we were talking about how important profit is to be able to do all of the things that you want to do in your business for all of the people, shareholders in your business. So shareholders, I'm always get it wrong. Shareholders or stakeholders? Stakeholders. Stakeholders. All right. So I'm going to try and remember beef next time, maybe that'll help me. So all of the stakeholders in your business, you can't do as much. If you don't have any profit, it's hard. We just had a challenge in the MMA group to do a St. Patrick's Day celebration. And I had to intentionally keep that number down at $20 for that's all you could spend because sometimes profit is a struggle. And while you are building up profit, you still have to do some of the other stuff. So all right, next little slide here, Tom. All right. So we talk about training and education sort of interchangeably. You guys have noticed, hopefully over the course of the last year that I am a little pedantic about the lexicon that we use. And Tom is becoming more this way too, but more around like KPIs and those types of things. We've talked a lot about how people use the terms efficiency and productivity interchangeably. But hopefully, at least you guys all know the difference, know what the difference is between efficiency and productivity. And so here are two other terms that get used interchangeably that are not really interchangeable. They can be, of course. But here is what we really mean. When we're talking about training, we're talking about teaching something to people with the goal being that they're going to be able to perform a certain skill or behavior, like clean something, right? So you're teaching them how to do this very, very specific thing. And with education, we're teaching something with the goal of gaining the knowledge about whatever it is that the skill is. So during education, a person learns the facts, concepts and theories. They learn all of the what needs to happen. And during training, they learn how to apply those facts, concepts and theories. So how, how do you do it? And also the why behind it? All right. Any questions around that? Do you agree with this, Tom? Yeah, I do. I mean, knowing something and being able to do something are two different things. And I gotta say, so true. And I won't bore everybody with snowboard again today, but you can ask me next week. All right. Let's our next slide. All right. So the interesting thing is that we, in our businesses, we tend to focus on training, right? And we sort of ignore education or we do a little bit of education. But the majority of the time, we're spending all of our efforts on training. And it makes sense. We're going to go down this list real quick. And it makes really good sense why we do this. It's because we're focusing on training because that's what we need. And we're always in this vital stage of I need people to clean it. I need to clean stuff. And I need people that know how to clean. And that's obviously a ridiculously vital skill that we need our people to have. It's cleaning company, people need to know how to clean. So of course, but as you're going to see as we go down this list here, that the education piece is also really important. And how you can double your impact or double. I don't know if it's maybe 10x, but I don't I don't know the number. I've never actually measured this. But absolutely, when you add on the educational piece, you are multiplying the benefits that you get. All right. So training, this is a pursuit of an ability, right? How to do this thing. And the education is the knowledge about what it is that you're doing. So the training is how to clean the bathroom. The knowledge around it is what product gets rid of the smell of urine in a bathroom? And why? How does that work? How why is there a smell? And how come when you use the enzymatic cleaner that's supposed to get rid of urine, why does it smell worse for the first 15 minutes? You don't know that without the pursuit of knowledge. All right. Next thing, yeah, did you have something, Tom? Could you say that training is more about the how and education is more about the why? Not just the why, though. It's a lot to do with the what and the why. So what it is, it's why you're doing it, but it's also what on a more on a deeper level. So the training is more like the thing that you're doing and the education of it is like the deeper meaning behind it or under it or again with the why, but also what are you really doing? Not just rubbing a cloth on a counter. You're actually removing soil. You're putting it into this cloth. It's the rest of the what. So it's both. You understand the why, but you also have enough information that you can solve problems and deal with non-conforming issues. And whereas if it's just the basic training, you know, you got to step one, step two, step three. And if things don't work out the way they're supposed to, a lot of times you're stuck. Yeah. And what happens a lot of time, if you give just training and not education, people will do the cleaning part. But like Tom said, if things don't work out the way they're supposed to, you're not going to get the results that you're looking for because they don't know how to, they don't know what to do in this situation. It's not what they were expecting. And, you know, you talk a lot about matter, meaning, measure and accountability as well. And I guess the difference between training and education, you know, has a whole lot to do with, I guess the matter and maybe the meaning is both, you know, certainly, you know, in one of those areas, you're not just doing a chore, but you start thinking of what you're doing as really more of a profession once you get into the education part. And the accountability piece as well, Tom. I'm glad you brought that up because the education piece, when the education piece is provided, people feel accountable to the job. They feel accountable to the job. During training, you're trying to force accountability, but they don't feel accountable. They're just doing the exact task, not to the results. The education is more about the results or the training is more about doing the activity. All right. So an example here for improved performance and productivity is, no, I'm sorry. I'm like, oh, what was I talking about right there? What was I going to talk about? Oh, it doesn't matter. We'll just move on here. So I'm just going to talk about using a, it doesn't matter. I'm just, I got myself off here. Sorry about that, y'all. All right. So, and this happens during foundations too. Just FYI. I'm like, I have too much stuff in my head. I want to get it all out there and we don't have an hour. Here we only have like 20 minutes, but there it feels like we don't have an hour to get out the education. All right. So training, again, method of skill development, education is method of gaining knowledge. Training is about teaching certain tasks and education is about teaching general concepts. So an example here, I think is where I was trying to go, is we might be teaching somebody that they need to clean a mirror. For example, might want to tell them, okay, we've got to clean this mirror. Here's a squeegee and this is what you're going to do. But the general concept behind using a squeegee is because of efficiency, productivity, and you can get that consistent, consistent outcome that we're looking for, which is if you give them the educational piece about why they want to use that squeegee instead of the clock that they're really comfortable with and they really know how to use and it seems faster and better to them, you're going to have better results and you're going to be able to get buy in a lot better. Training is about the practical application. So the information that you're giving them, how do they practically do this stuff? And education is about the theory behind it. So this is the why that Tom was talking a lot about earlier. And then the training, the short term process, and I love this too. So training is very short term and you think about that, we think about training programs, how long is training program? You hear people all the time, let us a week, five days, two weeks, a long training program is like, oh, it's four weeks, it's a month. But every once in a while, you'll hear somebody say, oh, our training program never really ends. The training program is over in two weeks, but then we have ongoing education. So that is because education is long term process, they're learning a lot more than just the things that you could possibly learn in a week or two weeks or a month even. Narrow scope on training, so just this way, this thing, do it like this, here's the information, just go for it. The wider scope on education is again, all the big picture around it. What are all the, what are all the nuances around why and the deeper understanding around what it is that we're doing and how it matters in more than just this place, which brings us to the next one, which is training and education around related to employment of our job, right? So the training is about staying employed doing this job, which is, sorry, so that's the problem with boxer coming on automatically. And then goes to the next one too, whereas training prepares people for their present job, where the education is general learning that they can be used all over the place and for future jobs. For example, you might be teaching somebody how to clean a kitchen, clean a bathroom, etc. And that's you're teaching them all of the tasks. But are you remembering to teach them about how fast they do it or the exact order that they do things so that they look more professional so that they can get other jobs that might not have anything to do with cleaning, because then they learn about the importance of how things look. Okay, Denise, good. I'm glad it makes sense. And I think that's, I think that's it. Did you have anything else that you'd like to add to this slide, Tom? No, no, this ties in, you know, quite nicely back to the whole idea of, you know, you can get the job done with just training, but if you're talking about satisfaction, motivation, and all those other more intrinsic things that get you the results that you're looking to get so you can build a more profitable business without education, you really can't do that, can you? No, you can't. I mean, people can get limited levels of job satisfaction from and short term, remember, training is short term, right? So they get short term job satisfaction as well from training, long term job satisfaction from education. Ah, it's like a light bulb goes off when you see that there are two different things here, training and education. Yes, people feel motivated in the short term by their training, but how many of you have been in a situation 90 days in the people are fully trained or six months in the people are fully trained and they start doing worse work. They start not bringing it. They start not doing the good thing because short term. Again, we want long term and the education is what increases that motivation and makes it long term motivation. Awesome, right? Same thing with morale, short term with the training. It's like, oh, Claire, I feel good. Look at all this stuff I'm learning. This is great. It's so, so fun. But once you've learned all of the things, whatever all of the things are in anything, even a hobby, once you feel like you've learned all of it, it starts losing its luster. The reason why people like hobbies that you can't learn at all is because it's a constant education. Think almost any really satisfying hobby. Fishing, which a lot of people, I don't even think of that as a hobby a lot of times, right? But or a sport, same thing. You're constantly getting better at it. You're learning more. You're figuring out the right bait to use or flies around. I don't even know all the right terminology, right? But it's not, you don't just go out there and do nothing. It's about getting better and better and better at what you're doing. That's when it's the most fun. Now, sometimes there's a piece of just enjoying it where you are, right? And you're, you want to stay there and continue doing it. There we go with our retention, right? We like to just stay there. We've got this information and then increase capacity, more education. You all see how that ties into increased capacity because now I can troubleshoot. I can figure out problems. I don't have to call the office ever. I never have to call the office about anything because I know how to make things happen because I'm educated, not just trained. If does that make sense? I hope that makes sense to everybody. Next one is increased value to clients. Same thing. I think it, I think all of these are really, really obvious. Increased efficiency and productivity. If people have the education, then they feel motivated to do these things. This is part of your matter-meaning measure, right? This is where we get our measure in here, efficiency and productivity. And with the education of it, it's like, I can do it. And now I am beginning to feel like I can raise this measure, raise these numbers, get better numbers. So this, all of these things tie into education in a much stronger way. Now, I want to point, oh, and same thing with profits. That one's obvious, right? I want to point out something really interesting. When we first pulled up this slide, or at least I think it's interesting. When we first pulled up this slide and we're talking about training and education, the majority of you are probably only thinking about training, right? Is that right? If I'm right here, you guys talk, can you just give me a quick, yep, that's true. Initially, I'm not saying, you know, 10 minutes in. But in the beginning, pulled up this slide, it was one of the very, very first slides. And you were probably thinking in terms of training. And then you were like, yeah, that's true. Yeah. They do have better, more, more jobs have this faction. Yeah, more motivation. Yeah, morale. All of these things made really a lot of sense for training. But when we add on education, how much bigger and more impactful and stronger do these things seem? Yeah, what did they say? Training is necessary, but it's not sufficient. Without education, you're just, education is like a benefit, really, to your cleaning professional. It's a gift. Because the education part is somebody that once you give it to them, they've got that for the rest of their lives. Yeah. And Tom, you know what, this is something I didn't add on to the comparison chart. But typically training is paid for by the employer. And education is typically paid for by the employee. So people usually get their education and bring it to a job. And so they're bringing stuff in our job. They don't typically come with a lot of education. So we have a unique opportunity in our industry to be able to build people up, which I know a lot of y'all want to do, be able to build your people up. We have a unique opportunity because people do come to us without education. And we are able to provide it at no cost to the employee. So awesome. I think it's such a wonderful little win-win there. All right, Tom, anything else on this slide? No, this is good. Okay. You like how pretty my slide is? I love that slide. Awesome. It's awesome. That's so pretty. All right. So here are just some examples of training and education. I was hoping that you guys could kind of add to this list for me, these lists. Tom, maybe, I don't know, can you type on here while it's open? I'm not sure that you can. All right. Of course I can. All right. Well, I'm seeing now it's even a benefit that you are doing this because chances are that you can know the type and at the same time slam. All right. So training. You guys all do these things? Go ahead, Tom. What would you like me to type? Well, I'm not sure yet. We're going to see what people tell us. All right. So under training, these are the things that just some of the things that I came up with up the top of my head, bathroom cleaning, dusting, vacuuming, mopping, kitchen cleaning, some initial cleaning. I think a lot of times people call that first time in cleaning, maybe deep cleaning and what the difference is, right, between deep cleaning and maybe some recurring cleaning, scope of work for your company, standard operating procedures in your company, your tools and equipment, and then your basic safety training. These are the ones that just sort of pop up as the basic training that I see most companies having for their employees. What about you guys? Is there anything that you can think of that we could add to this list? Anybody? Either on the training side or on the education side. So on the education side, you probably do some of these things already. My guess is you are. You're giving a lot of this education, but are you standardizing it? Are you making it part of your system? Is it, do you have an actual program around your education? Because you saw the, and I'm going to say 10X even though I don't have a measure here, I'm going to say you saw the 10X value on those benefits when we started talking about education, right? You probably have a great training program or you're working on a great training program. You're getting videos and you've got a manual and you've got great trainers and you've got to train their trainer program and you focused on all this focus on your training. What are you doing about education? Where could you be doing a little bit more? How could you be creating an education program that is going to get you all of those benefits that we were talking about on those other two slides? All right, so here are some areas. Great point. I think I'm going to have a monthly education plan. And yay to me. I love they hear it. All right, so some ideas for education. Your values, your mission and your vision for your company. That's education, y'all. That many of your people don't even know what values are, the mission, vision. When you give them this, you give them more. You give them more than just cleaning. This goes to meaning. This goes to the meaning in your company. And why there is more value in your company than some other company where all they do is learn how to clean. So values, mission and vision. Could you add that to your education program? The next is the science of cleaning. You probably know a ton about why you use an alkaline-based cleaning product on your fatty stuff, right? Your dirt. Soils. Soils. Thanks, Domin. But have you passed that information on? And have you passed it on in a way that your people are like, wow, I feel smart, where they feel like they matter for getting this information? Could you? What are some examples of the science of cleaning that you could use? Now, down here at the bottom, I do have PHC education because I think it's one of the best types of education that make it really, really easy to provide additional ongoing education. And you don't have to do all the work. So it's down at the bottom just because it is like the holistic education. But I wanted to talk about some of the different pieces. Next thing, customer service. You probably really want your people to have good customer service skills. Are you teaching them? Are you teaching them how to have good customer service skills? Is it part of your education program? Or are you just thinking it's common sense? Because y'all, none of this stuff is common sense. You know what they say about common sense? It's not common, right? Okay, how about teamwork basics? A lot of times we think that people should just know how to be good team members and good teammates and how to get along with each other. But didn't high school teach y'all anything? Yeah, people don't know how to be good teammates. Look how hard marriage is for a lot of us, right? We have to learn really good strong team skills, team building skills, education that can be used in lots of different areas. All right, communication skills. There is not a place in your life where you're not going to be using communication skills. Sorry about the double negative when we're talking about communication, y'all. But communication skills are so versatile in any job that anybody is going to take on anybody anywhere. I mean, if you are working on Antarctica weather station, all right, maybe your communication skills don't need to be as on point as some other jobs. But for the most part, communication skills are going to be top level education for everybody that comes to work for you. And how many times have you been in a situation where your employees don't know how to communicate? Please. This is one of the main things that I have to do personal one-on-one coaching about, because people struggle to have clear open communication. They struggle mightily. And you guys know how many times do your employees say these two things? Oh, my gosh, we work too much. It's so hard. This job is too hard. You're expecting too much out of us. Hey, my paycheck is too small. Hey, and third thing, same thing. Third thing is I just need some time off. I just, you know, I have to get the day off. Can I get a day off? So how many times do you hear all of these things happen in one week? I know you guys haven't happened a lot, because y'all call me and say, I don't know what to do with this employee. She's giving me so many mixed messages. All right, how about a little bit of communication education? I love computer skills. Computers are like highly knowing how to use a computer is highly valuable today. Just what job doesn't need at least some computer computer skills? Cleaning houses doesn't. But there are other parts of our job that we do use computers. My guess is most of the owners on this call are using the computer. A good chunk of their time. Could they help you? Are there other things that they could do? Could they bring those skills? You know what? This is really a computer and most of us are expecting our cleaning professionals to interact with a piece of software to do their job. So more and more from a cleaning professional, I have to have some basic understanding of technology to do my job. Yeah, absolutely. Just our scheduling programs, right? Yes, good point, Tom. The next one here, I have here is interviewing and hiring. Why not? Why not get some of your people to help you with interviewing and hiring to teach them some of the ins and outs? How will it help you? It will help you in so many different ways. First, they're going to get the skills, but they're also going to be more engaged. They're going to feel like they matter. They're also going to understand when they have to work a 45 hour week because this person that we hired didn't hang on, right? They didn't stick. We hired the wrong person. They're going to understand a lot of that. So win, win, win again. How about some sales strategies? Could you educate them about sales strategies? How about some leadership skills? How is it going to hurt you if your people have more leadership skills? Are they just going to like leave the rest of your team members out there or less? Win. How about ethics, right? There are a lot of classes on ethics education because so many of our people nowadays aren't getting this education and they're hungry for it. I can tell you from firsthand experience, they're hungry for ethics and actually diversity to education. Right now, diversity education, how, what perfect timing, right? If you haven't had any diversity education in your company yet, maybe now it's applying. All right. So, and I already talked a little bit about PHC education and PHC education is just such a nice, well-rounded program that you can get from ARC-C. And do we have a link maybe, Tom, for, I know we, I didn't, I didn't mean to, I wasn't trying to pitch this but really I, I can't help but kind of pitch it just because it's so easy. It's inexpensive. Don't forget the 10x functionality about education, right? And how can you bring that into your company? ARC-C Learning.com. There's a couple classes. The PHC is there and there's a COVID class as well. If you're an ARC-C member, you get some pretty significant discounts. And GVAC is over there too. There's a lot of education. Yeah. So, there's a couple of other things I think we could add. And since you asked me if I could type something in here. I thought people would give us more, more training or education topics. What you got, Tom? About education, whatever community that your business is located, the public school systems typically have an adult education department. And they teach programs such as how to, how to get a GED. And they teach English as a second language. And a lot of times these programs will cost anything. And you can partner as an employer. You can reach out to them. And it's a way of things that I could do. At the very least, they'll give you information and material you can share with your workforce that then kind of make the connection, make the introduction. Oftentimes, they'll send people over to your office and meet and talk. You know, speak to your workforce, your team members and help them understand the benefits of the things that they can do in that regard. You just reminded me about home buying. How to buy a home is a huge piece of education that is helpful to people. How, I can't even tell you how many of the people that have worked for me have thought that buying a home was not within their grasp. They did not think that that was possible for them, that they were going to have to get married and somebody else was going to have to buy the house. They had no idea. So helping people buy a home, educating them about how to fix their credit rating and what they need to do to be able to buy a home has been huge for me. I have loved watching people buy homes just because of our education. So anybody have anything else on here? Nobody has anything for training or education? I'm actually kind of shocked to hear that you guys. Come on, give us something here. While we're waiting, I'll give you another one, which is really a good resource. I think it's about all communities have United Ways. In United Ways have agencies and agencies, it's like life skills, things like how to balance a checkbook, just how to get your stuff together and get to work every day. They've got agencies that help with substance abuse. A lot of people, if not them directly, there's people in their family, loved ones, things like that are dealing with that. It gets in the way of being a productive happy team member because you got those things going in your life and United Way can help with that in domestic violence. I know a lot of y'all deal with your people having domestic violence situations. That's great. Robin's got financial planning on there. Yeah, absolutely. United Way has agencies that do that. There's other resources as well. Yeah, domestic violence, domestic abuse, absolutely. Money is an important thing. One of the things Liz mentioned earlier, I'm not making enough money. Part of the trick to that is learning how to make the money that you're making work for you. Financial planning is a gift that you can give to your team members that can go a long way. Budgeting so many things under financial planning. Hopefully y'all can see that education is super valuable for you in the long run. So this is a long play for you to be able to keep your employees and to be able to create a work environment that people don't want to leave. So people have asked me over the years so many times, what is it Liz? Well, I don't get it. Why do people stay? And I always talk about matter-of-meaning, measuring accountability, because those things are all tied into all of this stuff. Just creating an environment that people feel so empowered and so important and so appreciated that it's hard to leave. Where are they going to go? Where are they going to get more of that? All right. I think we have a couple more slides, Tom, yeah? We kind of run that time only four minutes here. Well, we're getting close to the end. All right, so two key takeaways. So right now y'all, what are two ideas that you heard that were either new or impactful, or maybe you thought before and you're like, I need to do that, but you just haven't done yet. But what are two ideas that you can do now? Do something. Take some type of action. Make something happen. So two ideas. Come up with them. If you want to share them, awesome. If you only want to share one, awesome. And if you don't want to share any, that's fine. But think of two ideas that we talked about today that you can do to take stronger action. All right. I think we just have a Q&A now. Yeah, Tom, anybody has any questions? All right. Anybody have any questions, any ideas, anything that you would like to share that you do that you think is really impactful and makes a difference? And does everybody agree with me now about the importance of ongoing education and training? I hope I made my case there. All right. Anything else, Tom? I feel like it's a really big topic. I tried to shrink it down. No. This was a good sampler of the whole topic. And obviously, in foundations, we do a much deeper dive of this, plus we have the workshops to help implement this. I think if you really think about what's happened over the last year, all the unprecedented events with COVID, how that's changed, our thinking about both training and education and how we deliver it. And I'm thinking about castlekeepers, for instance. Our standard business model is to have team meetings every morning. And we would invite these people in like United Way agencies and adult ed and stuff like that, plus do a lot of our own internal training and education. And we haven't been meeting together like that in a year because of COVID. And those things that you can do with technology, with streaming, I mean, kind of like how we're communicating here. And we really haven't been as innovative in terms of delivering our education and training in this way. We've done some things like the PAC program, for instance. But I think there's a lot more that can be done in that area. And I would encourage and invite everybody here to be thinking about how can we use the technology that we've been accustomed to and have gotten more familiar with over the last 12 months to extend and do a deeper dive and do more in the area of training and education with our team members. We got a couple of comments here to Robin. Five-minute education on a topic during a meeting. Yes, absolutely. Actually, Robin, if you send me to Liz at kumiprofitbuilders.com, you just send me a quick email or you can hit me up on Facebook, Messenger, that's fine too. And just type in DEV. David Edgar Victory. I'm sure those aren't the right words, but type in DEV. And I'll send you five daily engagement videos to just get you a jump start on some ideas that you can stream. So this has been something that's been great for us is we already have all of these created and send them out on a Zoom platform. How easy is that and get people to watch it in the morning? It's so much easier now. Linda, do you bring in experts to teach? Yeah, Tom was just talking about bringing in the United Way. We used to, we haven't done this since we haven't had meetings, but we used to bring in once a month. I think it was the first Monday of the month, we would bring in an expert to talk about something, all different topics, pregnancy. We had somebody come in one time and talk about pregnancy, because I had a bunch of pregnant employees that were struggling. So yeah, absolutely. I love to bring in experts, and it's easier to bring in experts now. I'm so mad at myself for not doing it. It's how much easier because you just get them on Zoom. You don't even have to buy them donuts. So we are at the top of the hour and we are at the end of the week, top of the hour, end of the week. We'll be back Monday at five o'clock Eastern. You guys be safe. See you next week. Bye-bye. Bye y'all.