 Hey, good afternoon everybody Tom Stewart here. This is smart business moves and we have a plethora of guests today Ever my partner here Liz Trotter and our guests are Debbie Sardone and Shawn Day And we're gonna be talking about some really cool stuff today. I'm not coming program But you guys all need to know about Debbie Shawn how the heck are you guys? Doing great love that you have a plethora of guests today So Shawn you and I are a plethora and it sounds good. Yeah, I think it sounds good I'd have to look it up Tom gets these words sometimes that I just am not in the same world with but it's it's good to be on especially with This elite group And we're gonna be doing it again and just ten days, right? Wow. Yeah March 1st is tomorrow. Wow. Yeah I cannot believe it. So tomorrow's our lucky day, right? The luck of the Irish March and ten days after March 1st passes. We're gonna have this amazing Hiring boot camp couldn't come at a more timely point in most cleaning business owners lives and our wonderful hosts ARC SI through the The miracle of ISSA is bringing this great information to the cleaning industry Yeah, I was hoping that Erin would be on here today, but it looks like she might have gotten busy Tayden eat We haven't talked a lot about this boot camp yet So I'm I'm excited to talk about it But Tom should probably talk at least a couple minutes about what's going on out there in the world anything that we so we We're running into one thing and I don't know if the rest of you guys are running into this but there is a lot of stress going on right now out in the world and so we're running into some Some anxiety type issues with some of the people that we work with and are you guys running into that as well? I mean a little bit of People are stressed out You know, it's almost like recently. I I went outside and I checked for a full moon Because it's like all of a sudden Sean you've probably seen the same thing It's like all of a sudden and one of our CBF members said to me Friday she said it's like only the crazy people are applying just people with drama and crazy stuff and just It's so hard to find people. They're just normal and stable right now and it's a full moon But every day all day all month. Yeah, it's it's weird real quickly that you know Through all the things that that we've all been through in the country Recently a lot of our job candidates Had a ton of money put in their savings accounts not long ago for that they aren't used to Which it feels pretty good to all of a sudden the Russian stuff going on in Ukraine to the money's no longer coming in like it Was and that's that creates a lot of stress for a lot of good people too. Not just people that are you know, lazy and in place Not to mention I think and food for yeah I just checked this morning inflation is seven and a half percent and You know prices go up much faster than they go down in the economy So that's adding all this stress for people who use their vehicles for jobs and it's just making it hard for business owners It's making it hard for the hourly wage earner. Yeah, the wealthy people do just fine during Recessions and during inflation, but it's the people that work hourly who live paycheck to paycheck. They're the ones that struggle during this time Yeah, it's it's a it's a tough time and definitely with the Ukraine situation I think that's adding just a whole new level of anxiety people kind of This had this idea that okay Covid's starting to go away now that everything's lightening up and then Damn with yeah, right? Yeah, it's it's it's a good segue in One of the things that I'll talk about and I'll let Debbie Take it from here or Liz Mindset and perceptions is a big thing. I talk about In the things I do on a daily basis, it's the huge thing I've started to talk about over the last just few months actually so that kind of plays into all the things that we're Facing in the country right now Well, we all talk about mindset a lot. I mean, that's a common theme. I it's Underpinning everything else right if your mindset is exactly not in the best spot. Nothing's going to be So Tom I can tell you're gonna share something really smart with us I don't know about that, but I share your concern Debbie this inflation thing is becoming a bigger and bigger issue and As employers of you know, our really higher workforce I mean everybody's gotten some pretty significant raises compared to what their salaries were a couple of years ago But I think you go to the grocery store and I think that that know those raises a big gone plus just between gasoline and and food and the benefits that Sean was referring to, you know, like the Child tax credit went away at the end of December and that was an extra 300 to 250 dollars per child for a number of people working for us and Yeah, maybe that kept some people out of workforce, but it also allowed people who are in the workforce working for us to You know kind of keep things going in the house hold a little bit better So to survive Right to survive. They may have a spouse who's been laid off a spouse who worked at a restaurant Who no longer is working and now they're they're paying more at the pump. They're paying more at the grocery store They've lost their child care credit. The stress is pretty intense Man, you know, it's it is really a hard thing It doesn't take very long to get used to having this extra money and to have that be part of now What we need to survive. We kind of got used to spending this extra money So these people that have been families that have been getting this child care credit and now it's just gone It's not the same as just not having ever had it. It's much worse than Getting it and now it's gone. If you think of what a 20-some-year-old and 30-year-old person has gone through To their to to nothing of their fault They could have lost their job for the very first time in their lives over COVID and it was nothing they did it just happened Then they got some money coming in perhaps a lot of them did then What happened was that raise went away and and this is the first time they've experienced this in their lives I remember waiting in line for gasoline in the 70s and things like that You know, that's why as employers, right? I mean we in this great country we're in is we are providing jobs and that's why it's so important that as the world changes on us and as the Economy changes on us and the needs of the workforce change because they have been changing and I call it the speed of change It's moving faster than we've ever seen it as entrepreneurs. I've never seen stuff change and move this fast We had better be agile. We had better pivot. We had better be Sensitive to what's going on in the market and improve our job offers and improve our work Experience and the work environment that we create or people are going to jump on that Great resignation train and jump ship and go somewhere else where people Appreciate them or people pay them Wages that they can pay their car payment and pay their rent by their groceries And if we don't take good care of our employees, we're going to watch them go jump into some other place It may not be better but they're trying to improve their lives and Stabilize their home life and we're a part of that solution or we can be a part of that stress and that that problem And you know Debbie you said something that is really Great, I don't think a lot of people have really put their finger on yet They're going to jump it might not even be to a better place But they're just going to keep looking and jumping until because they're they're sure that it's out there Which is a different situation They've been told they've been told by the media and everybody else the grass is greener on the other side the great resignation and so if we don't provide wonderful Well-watered grass on our side people are going to try to improve their lives You know a lot of people in our industry complain nobody wants to work, right and the truth is Those same people that don't want to work didn't want to work before the stimulus money And they didn't want to work before the pandemic and they weren't working back then People who have made a lifestyle of not working and just getting by through subsidies and entitlements They're not coming to work for you. Why are you trying to find a way to get them to work for you? But the people that do need to work and want to work It's on us to find them and win them, which is why we're doing this our air CSI boot camp It's it's on us to create the kind of job that they will raise their hand for and say I'll do that job Go ahead Sean I want to get everybody's quick opinion on Based on everything we just talked about do you do you still put a lot of Emphasis and and value to looking to see if somebody's a job hopper because a lot of things have created job hoppers out of good people Love to hear your opinion on that Yeah, okay, so Liz doesn't we do but it's one of the factors It's not the only factor, but yes, we do look at job history I do still feel job history repeats itself But there are other factors you can't just have one knockout question unless you're having so many amazing candidates fine Right, of course when you use a service like blue skies, you're gonna bring me more candidates where I can be choosier Correct and I can say all things considered all things equal No, thank you on the job hopper yes to the other But when you have three candidates and you're desperate with three openings You're gonna take whatever you can get and I'm not saying Liz would but I'm saying that's still part of our process are betting Well, and also Debbie to your exact point if I you know if I do have a many many more Applicants coming in. I'm not going to pick that job hopper if I have somebody not a job hopper Why would I that It's one factor. It's one factor. It's got a lot of weight, but it's not the only thing Yeah, and I think that the weight I think that's the the question that I was answering Weight is much different now than it ever has been in the past. I also think based on both of your answers that things that This is another reason for the boot camp because there's not one single way To to recruit period end of story if you don't you're never gonna hire a good person You've got you've got two people Liz and Debbie that answered a little bit differently But there's still fundamental principles I think in that you need to adhere to in any economy any labor market any situ any inflationary Whatever it is, but there's also a couple things you need to change to Debbie's point and be agile about Okay, so we've been Into this for about 15 minutes now, and I think that we've mentioned boot camp maybe a dozen times and you know I guess I'm the only person here that doesn't know anything about the boot camp. So I am ready to tell you I have Tom you're gonna love this and anybody on your team that hires, right? And anybody that's listening today should be on this boot camp. So Sean and Liz Trotter and myself are gonna kick off The day one of the AR CSI hiring boot camp. It starts March 10th. It's a half a day It's from 1 p.m. Eastern time to 4 p.m. Eastern time and the very and that's part one Part one we're gonna do a part two May 12th. So about a month Two months later. So part one is one to 4 p.m. Eastern time and we're gonna focus on hiring the best Hiring the best so the things that Sean was just talking about the things that Liz was just talking about That's we're gonna focus on on part one now That'll give you a couple months to practice and then on May 12th we're gonna come back and and finish it with part two the AR CSI hiring boot camp and From one to four again on May the 12th. We're gonna focus on retaining the best Because it doesn't help you grow your company if you hire great people and they're running out the back door Every three six nine months, right? So how to hire the best part one March 10th. How to retain the best May 12th, so I Was waiting for that chance to talk about it We're sharing I'm sharing my screen here. It's on arcc.org I'll drop that and they've got it from one to five eastern here Debbie Correct, no you are correct. I forgot to change that it's one to five eastern I was thinking central so you're right one to five eastern time Correct For those of y'all over on my time zone 10 to 2 and For you mountain folks Colorado all y'all that's 11 Right, so yeah be available 11 to 3 and then we've got our central people down there Who's who's central knew that's me central time zone noon to 4 which is why I had it wrong in the in the Wrap-up time but noon to 4th for the central time zone people I'm gonna be kicking off the very first talk with how to find and hire a players period a Players if we don't find good people then when I really need to retain them, do we right? So how to find any players in fact, we know what a C player looks like We're so happy when they leave even though it's mixed emotions And then Sean's gonna help us by sharing I love this Sean the secret that how he hired over 40 employees last year Is that correct Sean for one location for? Location we've hired over well over a hundred throughout this couple companies that we have wow So really how his formula has helped him hire over a hundred people and that's for growth not replacing people running out the Backdoor and then Liz is gonna help us by sharing what she's doing Using disc so those disc assessments for how to recruit Interview hire and on board so this this kind of information is worth Tens of thousands of dollars from experts that are using this information to grow their companies so guys don't miss it Especially March 10th Join us So go to rc.org and if you scroll down Right here, and you click on the link. It'll take you to this form. It's like this is a zoom registration form Is there a fee associated with this program? I Believe there's a discount a substantial discount for AR CSI members. It's a little bit higher price point for non members I forgot to look that up and Erin said that if any I didn't even see a price Yes, sign up and see if it takes you to a pay-now link or if this is a freebie from AR CSI It's find out. I thought it was a freebie Live registration right here Yeah It's free guys. Here's the thing some of you are like, oh crap. I'll be cleaning at that time. Hello, you need this If you're cleaning at that time schedule yourself off you have plenty of time to make that happen and be on this call I think it was free for RC and maybe $99 I think for non members of RC so if you're not logged in as an ARC see member then you may have a small fee But I'm I'm telling you it's worth every penny to help you solve some of these big issues Where you logged in as an ARC remember yeah, I don't think there's a fee okay, then it's a freebie Wow Yeah, if not Sean will cover your fee so Yeah, that was Sean Jones over in Yeah, somebody is saying here that it's free for members. Yeah, I don't know why we're not better prepared But we will be by tomorrow's interview with ISSA tomorrow won't we Why were we able to register for free here, what are we what are we missing now? RC member, maybe I don't know You guys artists prepared as we are smart business moves Rarely Did you guys get your link to be on this show today? Oh, yeah, I wasn't gonna kiss and tell No You know what you don't have the story So while we're trying to figure that out. Do you want to hear some of the topics? I can share a little bit about my topic Liz. You can share a little bit about what you're gonna cover Sean you can share what you're gonna cover, but Is that okay? Yeah, that's great So one of my favorite topics is how to find and hire a players because Everybody knows how to find the knuckleheads We're really good at that and hiring them and keeping them too long and tolerating them way beyond what we should have But how do we find a player? So first part of this? I'm gonna discuss and share the myth of the great Resignation and how to actually find people to work right so number one It's not true Nobody wants to work and number two the great Resignation isn't what you think and then number two. I'm gonna cover building your best team How to improve your candidate pool now? Especially if you're working with a great service like blue skies that how to and even if you're not Using an outside service to help you with your candidate pool How to build your best team how to improve your candidate pool right away? So like as soon as you hang up from the zoom call You can begin to put your steps in action and start working those steps the very next day and then number three I'm gonna cover say yes to the job kind of like say yes to the dress So say yes to the job how to get the good ones to show up How to get those good ones to show up because how many of us we're all excited after an interview. Oh my gosh She's gonna work out. She's gonna be amazing and then Monday. She's a no-show. No call So say yes to the job That's what I'm covering Liz. Yay. That's awesome. How about you Shawn? You're up right after Debbie, right? I think so. Yeah so Just as we talked about I'm literally just gonna take you through how we hired a hundred people over a hundred people for our business last year alone and You know, it's it's literally taking you step by step do with it as you wish But it worked really really good for us and hundreds of our clients as well And so one of the things, you know, I'm gonna talk about or three of them is basically the mindset and Perceptions, I'm gonna talk a little bit about that. I'm gonna talk about automating your recruiting system. I think is critical and then a new way that we interview We just started this last year and are mind-boggled on how successful it was and it's a I promise you it is nothing that you do It's it's it's extreme out of the box yet very very successful mindset literally Specifically what I'm talking about what our mindset is when we look to hire at our cleaning companies that for blue sky Services exactly what it is and how we changed it and what we changed how we think differently You know the One piece of data the one piece of data that you need to uncover That's going to hear The one thing you need to uncover when you are dealing with candidates and I'll show you how we uncover it The Liz will talk about the disc profile, which is extremely important But I'm talking about one thing you need to uncover One thing that will absolutely Don't tell me now. I wanted to be a surprise. We hear it on the So you're telling me I need my COO on there Liz needs her COO or office manager Tom needs his COO or office major on there because if we miss This one thing we're gonna be up the creek. We're gonna have our team there. I Can't wait and the last thing I'm gonna talk about is I'm gonna go into the interview process and how we do Interviews and I will drop a secret. It's it's all about group interviews, but that's just a small part of it It's it's it's okay. It's it's like a completely different way of interviewing and it I'll leave you with this. It's the biggest sale of your life So Sean some people are thinking group interviews. I can't even get one to show up. So This is really powerful stuff guys. We're we're talking tactical Tangible things you can write down and go implement the very next day We're not talking fluff here. Of course, there's some mindset stuff But there's tactical tangible things that they can actually take away and implement immediately to get better results I can't wait to hear this. I know me too. I'm desperate for the one piece of data I'm just thinking hey Sean the sidebar on Facebook. Yeah, you'll give me that I Mindy right now and have a little chat All right Well, I am going to be coming in with this and there are few few things that I want people to walk away with as well and the first thing that I want is For people to be able to figure out who the right people are for your company Not my company not Debbie's company not Sean's not Tom's but your company because who you need is not the same as Who I need you have different requirements different needs different culture You have different things in your company than I do and you need different people So I'm going to show you how to figure out who you need to hire So that when you're using all of these great strategies that Debbie and Sean have that you're able to hone in on the right people for your company That's gonna be huge for everybody. I hope you guys get that Making sure that you're getting the right people for you is not the same Similar to my answer and Debbie's answer around the question of do you look for people that are job hoppers or not? Why do we have different answers? We're both hiring both been doing this for three decades now I'm both successful. We both have big companies but we're not a one-size-fits-all and The profiles that you're gonna be sharing are really gonna reflect the kind of company you've created, right? Well company that pretty much is winging everything is definitely gonna appeal to one type of person the company That's highly structured and has lots of policies and a lot of systems It's gonna appeal to a different person and I can't wait for that talk list. That is just so Relevant for today and that really goes to my next point Debbie of Creating the best environment for the people that you hire So if you know that you only have a certain type of people that are coming through your doors Based on whatever it is that you're doing That you're a Absolutely, it is going to be attracting right Sean's going to hit on that So do you have the environment that is going to support those people when they come in if you are struggling if you have If you have people that no call no show your job You need to hear this There's a reason why people no call no show a job and it's not just because To Debbie's point that they don't want to work That's not why and so we're gonna be sharing that little piece with you about the best environment that you need to have in your company That's another cliffhanger teaser that it's like I have to be on there because I have non-stop Struggles with the no calls and the no shows and if lose just gives us one nugget to address that Yeah, be a game changer for the for the right there Absolutely, if you're struggling with that you need to be on the the boot camp because we're gonna solve that for you And then the last thing that I'm gonna be talking about is the three things Similar to the one piece of data that that Sean has for you the three things that you must do during your orientation to Make sure that your people are going to because we definitely want to get those right people But I'm setting it up for the May 12th event so that you can retain them So what are the three things that you have to do in orientation to prep you to keep those people? All right, wow We're so it's not a one-size-fits-all. We're not looking just to hire successfully We're looking for proper fit just like I don't want every single customer who calls me I only want the good fit customers and what you're describing is there isn't a one-size-fits-all We all have different personalities environments that we create and that we live by in our company We're gonna attract different kinds of people and for us to be able to Retain them long-term we have several things we have to do very very well Especially in this environment with the great resignation and the labor shortage if we do it just a little bit better than our competitor We're gonna be ahead of the game in a much bigger way Linda your question is one o'clock start time Eastern and it ends at five o'clock, so it's four hours Yeah, that's what the ARC see website has here. That's the Eastern time Yeah, so it's a half a day boot camp guys clear your schedule for after lunch Yes, what about an hour for me an hour for Debbie an hour for Liz That's three hours. So there's Q&A time hours worth of questions that that you can ask us as we're going along this too which is phenomenal because There's a lot of things that we won't have time to put in the presentations that we have That you may want to ask or or there might be things we prompt that you want to ask So there's a lot of time for that too. I think that's really a great value and I'll be oh Go ahead Debbie. Well, there's probably 120 years worth of experience right here and I'm gonna say I'm responsible for only 20 You know He remembers he remembers kerosene televisions, but there's probably a hundred and 20 years worth of knowledge right here in this group if each one of you spent all day with you It still wouldn't be enough But having a half a day to just knock out some of the most critical Struggles that you have with attracting the right people finding those a players and and really Prototyping them to be good fit for your company and your culture and your systems That right there alone is worth a half a day of training guys. So anybody that's on the fence to join It takes an investment it always Anytime you want some type of a big return you're going to have to invest something for hours It's such a small investment or the huge return that you could get and it's not about the money, right? It's it's cheap or it's free if you're not an ARC see member all of us value our time more than a $99 investment right we waste more than that going out to dinner Maybe sometimes on a bottle of wine But it's it's the investment of time and if you invest in your brain If you invest in your mind your your return is going to be exponentially higher than just the money itself It's going to be fun there's there's there's two things number one are we you know you're gonna hear Tom And it's going to be entertaining and and and I'm gonna put on a little bit of a magic show in mind In that in that I'm gonna I'm gonna show you why the truth is almost impossible at times to find and perceptions are Sometimes way more important than truth and I say that as a guy that had my nose in the Bible plenty of times And I go to church on Sundays I know the truth is a virtual and it's important But I'm gonna tell you how important perception is and I'm gonna have some games I'm gonna play and show you things. You've never looked at and Step up our game. This guy's got magic tricks. He's got All kinds of entertainment A month you spend personally recruiting and other people on your team doing that and you know the whole turnover thing that kind of makes you have to recruit more and Taking four hours and investing in something that you'll get a return on this You know a hundred times over of the course the year just in terms of the time that this can potentially save you exactly Exactly the hours and hours and hours spent recruiting traded for a four-hour boot camp. That's going to turn that around Magic tricks on top of it. Come on I can't believe I have to go after Sean and his fancy magic tricks. I'm really gonna have to come up with something I am so much less professional than you Liz and Debbie that I have to do it Sean Dayway Well, we can't wait because it sounds like a blast and it sounds like really brilliant Knowledge and experience that's not just pulled out of a magic hat but is actually pulled from years and years of cultivating the experiences and documenting and tracking What works and what does not work and just staying very Critically in tune with the market and the economy, especially because you're a part of blue skies It's really what you guys do. You're studying Employee attraction and employee Hiring and so we expect you to be able to bring cutting-edge ideas to all of us and I love it And and I'm really happy that you're gonna be focusing in on that mindset I'm joking that I don't want to have to come after you and your magic tricks But the truth is I'm glad you're gonna prime people with a good mindset Right, that's gonna be awesome for me People are going to be ready to hear the message that hopefully that I'm able to to bring as well Debbie, I know you always talk about mindset. I don't think I've ever Heard you Present about anything where you didn't bring up mindset at some point because we all recognize critical Right, right my very first talk the myth of the great resignation is all about understanding what's reality versus what we imagine in our head and I I Don't remember the exact quote I don't remember the exact person that quoted it, but there's a famous quote around 80% of success is mindset and we think it's effort and Answers but 80% of success is mindset and maybe it was Liz Trotter that said that but whoever said that it's true Wasn't me Here's a very quick example of Perception and versus truth if I'm standing in the rain right now and I have a shovel in my hand and my job is to dig a hole I'm gonna say this is this rain stinks. I can't stand this. Why is it raining? 10 seconds later 10 seconds later, I'll turn around because I hear these little kids and their diapers Laughing and having a blast and just in those puddles. This is 10 seconds later And I'll look at that and I will smile and think my god. That is so awesome Now here's here's the craziness of this you could put me on a lie detector When I was telling you that this rain stinks and I can't stand what's happening right now And I will pass that lie detector test. Yeah, you could put me on the same lie detector when I turned around 10 seconds later and Had a different Perception 10 seconds later. I would pass that lie detector test as well Tell me how which one of those is true. They both are perceptions matter and Perception is What causes action? So if my job is to dig a hole with difficult Compacted sand with my shovel once I discover the rain is not my enemy The hole is is easier to dig once it's soft and it's wet I can grab that same stupid shovel and dig that hole faster, right? And so once our perception changes then our actions change it's like boom I can get this whole dug in half the time A one more so if you're out there and you're digging in play and the rain is actually making it better You still have an opportunity to change your perception. Yes The rain is causing this problem, but there are additional things that I could do. Ah, maybe I shouldn't have a shovel Yeah, here's the benefits. Yeah, I just really need a pitch for it because this is Still there's there's an opportunity there as long as you remember to look for it The action part of that is brilliant in that I'm gonna go over the exact actions How that relates to recruiting and interviewing and those sort of things so it's it's I'm just How many how many of my struggling competitors employees we've hired because they went out of business because they couldn't find workers, right? So when your perception changes Then your actions will change and you will get that whole dug in less time with less effort With less effort. Yeah with less effort. Hey, thanks for that analogy. That was a good one. Yeah I do I do on what's the date the 10th? I An allergies you want a margin So apparently he's not open to our Facebook sidebars over here. Yeah, we're trying to wrinkle it out of him Liz and it's not working He's like a vault And funny thinking of Sean day as a vault I never really thought of that before And I just got a link to a better website and I'm sharing it here I'm sorry David had to cut you off But this has got like all the detail skinny What the events about and you guys have described all this but for those of you that are maybe joining late Here the detail explanation earlier. I dropped the link. I dropped it in chat Okay, it's kind of long Debbie. Oh, it's it's a long URL. Okay. Yeah events dot issa.com events Never mind I'm exhausted But you can you know get all the details here and it does say it's free for members and reach out to Aaron to receive Your free registration amazing link and it says non-members $99 If you're not a member I'm telling you get on there right now or they get that Did you get it free? They're gonna fix that if you snooze you lose on this They're absolutely fixing that I Yeah, well, and here's the thing Here's the thing Right now The industry of cleaning is experiencing one of the greatest booms. We've ever seen I mean I've cut my marketing so much because our phone rings too much our lead Gen is too high that we can't even keep up with it with the sales team We have so this is the time to scoop up all the extra business But if you don't have employees then you're literally losing Tens of thousands of dollars worth of growth that should have been yours that should have been yours I can't believe how much we've grown beef to pre pandemic Growth. It's just this is a booming time guys fix your number one problem or improve it dramatically by attending And Tom talks about this a lot It's not just a we haven't talked about this recently Tom But you were hitting on this a lot that this is just isn't a booming time for our individual companies This is a booming time for our industry things are changing people look at cleaning differently now than they ever have in the past Now when they think about cleaning they actually think about clean Exactly for the long it's essential. Yeah, it really is Means something now more so than ever did Exactly all these cleaning companies that have struggled to say I'm professional and that's why I charge more right? It wasn't working before but now it's more important. Go ahead Tom The demand the demand for our services has never been higher Yes and Yeah, just all the years I've been in business There's no pushback on rates either, you know the balance reason ability you can charge whatever you want to charge and people aren't Complaining right it's less about the price now It is less about the price and so obviously price can be a factor Especially if you as the person trying to sell your service make it a factor, but nowadays, right? No, there's that mindset piece Liz People aren't shopping price. They're they're shopping safety. They're shopping stability is what I heard is the big buzzword in the branding world and Obviously in the world of cleaning and disease and Infection and all the things that people have been thinking about people are thought are shopping Professionalism like Tom just mentioned now all things considered all things equal sure price may be a factor But in most cases that's it's only all things equal because we make it equal We just start quoting a price when people say how much do you charge right now? That's a whole nother category right we could spend all day on sales training Which we do we all will do it's it's interesting because it's it's it's so it's supply and demand Like everything is in business and a capacity and demand and supply and demand and it's we're in a we're in a place Now where there is so much demand you you are not going to win by spending a Too much time on your and too much money and resources on the demand side of it the demand side is kind of there Dan plotted our bookkeeping guy always talks about taking some of that budget from your sales and marketing at and throw it into You're going to win this game called business by The supply side but which are which are employees you demand is there if you've got a decent service Not a great sir a decent service the demand if you're just average You can grow in a high demand market So this is the time to not be average at hiring so many cleaning companies are focused on Being above average at delivery right they're focused on cleaning better than everyone else But when we focus on being the best job creating the best environment Finding the best workers and keeping the best workers when we become above average at the employee piece We can scoop up customers With a shovel Not a pitchfork y'all We have to be amazing at the employee piece. That's our job as entrepreneurs. We cannot be mediocre at that so many business owners want to be Amazing at everything else and I I always believe if you're not amazing at attracting and retaining the best workers Then you'll never grow to the potential that you actually could have all along We're as entrepreneurs and business owners. We we tend to be more focused on Which is good growth but in revenue. How many clients do we have now? It's do we have now? Oh by the way, somebody go find an employee somehow and make sure we don't pay him too much And it's like the biggest sale your life is is an employee not not sure not mrs. Jones I mean it truly is the other the the other thing I'll just add before we You know start coming to a close and I need to shut my trap is The I talked to thousands of business owners every year Thousands and thousands like you guys do and I hear two things that I just cringe about and one of those things is Yeah, we just have a waiting list and now we just tell customers We'll have to throw you on our waiting list and my mind somebody today With 12 people on a waiting list for That how many hundreds of thousands of dollars is that well? You talk to 40 so 12 people on her waiting list, which is not as bad as the 40 12 people I pointed out to her that's thirty eight thousand four hundred dollars. That's thirty eight four hundred thirty eight thousand four hundred in Revenue, she's basically putting on hold and will probably never get never get never get yeah, okay My story is so much sadder. She has 40 people 40 people on a wait list and She did price increases She had over 10 people on her price increase list that were not paying that were paying half of Her actual price and when she didn't lose them she was happy Yeah, it's like no if you didn't run off your half price Customers if you didn't run them off you did your rating grease wrong But I have to make a point here. Yeah, this is how easy we all Switch from thinking about our employees to switching over to our clients mind So I'll do this It is so easy to start thinking about our clients and come off of that employee train We're not gonna let you do that. That's what the boot camps about We're gonna get you focused and we're gonna get you paying attention to what needs to happen with your employees So that you don't just keep going back to the same thing that we've always done That right back in the day can't afford to do that anymore and one more point. I wanted to point out Not like Sean because I won't be shutting up. I don't know how you Good But this is something that's new too So in the past we were always trying to drive down our payroll percentage revenue People were just driving it down diving it down driving it down anymore You can't drive that payroll percentage revenue down too low anymore. Now you have to be looking at what's the floor? What do we want to make sure that we keep our payroll percentage revenue above? So that we're paying people enough that we're competitive in our markets and in our area It's a it's a different paradigm from what we've always done in so many different areas So I lost my last big big one those Those days are over and I I I actually have never felt that way, right? Those days are over that you are measuring the success of your business by squeezing Profit out of the very people Who are delivering your services? Those days are gone your profit that you want to squeeze more profit out of have to come from a different place? Yeah, absolutely and you might just be having to raise your prices or Cut the people that are paying half what you're charging to all of your new Exactly, I don't know the company that I've talked to that hasn't raised prices So I think in to in this year 2022 That price that that that paid stuff isn't really a big issue anymore If you haven't provided the raises that your employees need just to buy bread that's gone up, you know 50% if you haven't done that you may not be in business right now so I assume that if you're in business you've done that already and So you need to keep thinking about that But there's so many other things and both Liz and and Deb have talked about it culture is But I think outside of maybe leadership, which is so critical in business. I Can't think of anything else really other than culture that's so critically important in recruiting as well because the Expectations and that that job description is like a sales brochure for for employees if if that doesn't meet what you're providing them when you hire them Retaining them right? Well, you're doomed. You're absolutely doomed The environment you create in your company Whether it happens by accident and by default because you didn't have a plan or it's a planned Environment you create as a result of you living your values and tolerating nothing less than your values is Going to be one of the biggest factors in keeping staff long term You can trick them into coming to work for you You can talk people are coming to work for you But if they discover you have a toxic environment that you don't know how to control that you don't know how to deal with If they learn really quick that the bad ones are the ones that get heard and the bad ones get away with murder They don't even want to be one of your good ones They're either gonna leave or they're gonna catch that contagious disease because bad people are much more likely to rub off on good ones Then good ones rubbing off on bad ones. I wish that wasn't true Yeah, it is true. It would be nice if it wasn't. Yeah, there is an I can't remember I was gonna say something and it was gonna come out all hatchety like I normally do Well, you're probably thinking along the lines of what Sean just shared is there's a really fantastic book by Simon Sinek Called the infinite game and he talks in great detail around That employee culture and that environment that you as the leader create So it's on me as the leaders to set the tone and create the environment It is not anyone else's responsibility and even today. I mean I've been retired from my cleaning company Now for over a dozen years and all I do is coach the COO. No one answers to me and It's still my job. It is still my responsibility to make sure that the culture Or the environment and the tone of my business has been set to reflect the values that I have I don't get to make the excuse. Well, they do that, right? So no matter what level of leadership you have going on in your company It's on us as the leader to create that environment where people feel like this is the best job I ever had even though they're putting their hands in somebody's toilet every single day Okay, I'm going to Sean while you say what you were going to say I'm gonna read to you guys this Go ahead Sean. I Saw a video that Simon did about making Making the point of some of the people that we are hiring our Grew up in that we're the first generation to grow up in that everybody gets a trophy just for participating in things like that We're the first generation to grow up with that instant stuff What do you mean? You can't deliver that tomorrow then I'm not even gonna buy it I mean, you know, I remember the Sears catalog that was this thick and if you got something in two months in the mail You were thrilled That's not who these people are and it's not their fault. That's how they were raised That's how it happened and so You need to decide if you're gonna hire a generation that grew up in this instant gratification That's just what they grew up in this generation not their fault Right if we produce that generation that those parents produce that generation and Simon makes the point is Go through what you go through to get them and and there's like we talked about several different ways you can recruit but And they're not necessarily entitled. They're just different. Right really differently And his point is Leadership, it's your leadership. That's going to explain to them these things and here's why we we are a little different With our culture than what you might be used to Person I guess the top of the hour lose. Did you have one thought you wanted to share? I did so speaking to all of this you guys This is something that one of my employees share. I don't know if you can see it It was from eight years ago and this speaks to what Debbie just said too This is what she reposted remember from eight years ago. It feels so good to feel important I mentioned an issue to my boss Liz one which she could have just ignored since it probably wouldn't affect my work or her Instead of disregarding it or putting it off She immediately addressed it came up with some solutions and asked me what I thought wow. She's the most caring boss I ever had here's the thing y'all. She says I love cleaning poop off toilets Do you see that sums it up That's all can throw nasty fish in a fish market or they can clean toilets and still love what they do We don't need to blame it on nobody wants to work. Nobody cares We need to look inward and say what am I doing or not doing as a leader that I can change now So the air CSI boot camp the hiring boot camp that kicks off March 10th Half a day of training from one Eastern time all the way to five PM Eastern time is worth your time guys be there or be square and the promotion and all the Back-end stuff to this program is being developed as we speak just over the last hour There's a new page on the arc see our website Arccy.org forward slash boot camp 22 I dropped that link and you can sign up through the arc see page. I think they're still working on it Go now Arccy.org forward slash Boot camp to to boot camp 22. So guys, that's easy to remember you better go register now before somebody figures out that you can get in for free Arccy.org Okay, guys, we are at the top of the hour for an hour goes by fast. Doesn't that This is the easiest hour I've had all day You couldn't talk if you wanted to Tom you got these three High eyes in discs Liz's disc profile. You got these three high eyes that you can't get a word in edge-wise. So Guys, you can tell I'm high facilitator on Kobe But guys, thank you so much for letting us do this I love so much sharing this information and working with these worthy Colleagues these incredible experts and we're gonna do the best we can to help you Scoop up some of this extra business so you can make more money and live better And remember we didn't even know that there was a charge. We're not doing this for money None of us are getting paid We're not getting paid at dime, but we love it and we love helping people solve their problems So be there like Debbie said or where? We are done for today. We'll be back Wednesday 5 o'clock Eastern I think Sharon Timberg is going to be our guest on Wednesday And we're gonna be talking about employee engagement. So take care. We'll see you Wednesday 5 o'clock Eastern. Bye. Bye. Bye everybody