Hey, good afternoon everybody Tom Stewart here. I'm a loose trotter. I guess today is Libby deluciana. This is smart business moves We are closing in on on the holidays here, aren't we golly. We're already in December Yes Closing in on we already have gone by Thanksgiving and Just getting here getting here real quick or closing in on the end of the year all together Crazy The end of the year you need to do your end of the year planning, right? Absolutely Do we still have time do we still have time for that? Live anybody that wants to actually I just had some of these two people actually sign up for live stream for the goal setting workshop today So I think a lot of people are like, okay. I haven't done it yet. I got to do something That the thing that's awesome about this workshop is Everyone that joins is going to come out of it With a plan for the year It's not going to be just learning how to make a plan or all of the things that are interesting about a plan or what to put Into a plan you're going to come out with a plan You just coincidentally you are having a two-day workshop that starts when for for this year in planning It starts Friday and oh my gosh. Yeah, I'd like two days Well, actually Megan Megan has a budgeting workshop the day before the goal setting So her budget workshop is on the 7th Thursday, which is tomorrow, right? Yeah You mean the badass budget workshop? That's the one and It should be great fun You know every time you're doing anything with Megan she makes everything fun and she makes it easy too I think that that's good for a lot of people that are doing budgeting And you're doing the badass goal-setting workshop. Yeah, sure I mean it will be badass, but that's not your it's not your brand But I know you're just dying to hear me say it Yeah, yeah, that's okay. I Was just thinking about today Tom. Do you remember when we were at Gosha's office and for some reason? I said you swore and I used a swear word. I don't know if I mixed two words up or something You caught my attention. Yeah, it was I thought of that just today. I was like that was so awkward So awkward Anyway, what are you doing Libby? What are you up to? Are you like at home? I see all those hats and shoes in the background I'm assuming Yes, yes, I'm home. I'm feeling a little under the weather I actually have a bottle of nightclub like sitting next to my counter It's um, it's ya ya as nightclubs. I didn't have any so it's safe. It's kids Okay, but wait, yes, it started we have to take you and me out so everybody could see Libby's background. It's amazing Okay Yeah, so you can see my hats and shoes I Was like, hey everybody puts books in their background. So I'll put my hats and shoes in the background I I'm like, oh my gosh, look at that She's got hats and shoes in the background with mood lighting and it's all made To look like an amazing display. That's that's awesome. Libby. I love it Thank you Tom does your closet look like that? No I didn't think so. I mean I can elaborate but there's no point. No is sufficient answer. Yeah Hey Molly. Hey Linda Yeah, Linda, right those those shoes and those hats. Oh gosh if my daughter was on here. She'd be loving that too Hey Molly, how are you? Did I mention did I mention made central is doing a mca live event in January in Phoenix Phoenix, I love Phoenix January January, I don't know nine ten something like that. Maybe 11 I'll share that later, but I know Molly's got a few people going to that. I hope hope we'll see her there, too Awesome, Molly. I love Molly and I don't think she's that far from Phoenix. I think she's an Albuquerque Albuquerque Okay, I don't know Molly. Are you coming? Are you staying on for the happiness workshop? That's the day after I'm looking forward to that. I am too. Well, I know you are Tom because you've been such a huge advocate I'm all about happy. I know I mean people think that we're joking about it, but you really are so It's just a different brand for you than you've had in the past Interesting I'm a happy right now might not look like it, but I have to contain myself sometimes So We want to talk about like recruiting in 2024 We can talk about other stuff too, but I think that was the promise we made so we're going to talk about that some anyway and and it's important to be talking about now because Everyone knows well not not and it's not everywhere either But many places are slow at the beginning of the year And on both sides and I don't know about anybody else, but I know quite a few people ourselves included that when the IRS checks come in We start needing more people Yeah When that check comes in you see a higher quit rate and a higher notial rate So a high notial rate in your interviews and a higher quit rate from the employees that are a little bit less committed Yeah People just don't need their jobs as much as they thought they did when they've got a few grand in their pockets At least until March when they're like, uh-oh money ran out need a job again So I I am I like you know, I'm I like to plan for what's coming up in the future So I think it's great that we're doing this now you can tell people what they should be doing. Libby Are there any Any big things that you know if they're going to be changing or that people should be thinking about Yes, so I put together a little power point just to cover some Some things to prepare for I got some data to show you guys So we can kind of see the trends what to expect going into 2024 because there's nothing and I'm sure Liz can agree There's nothing like being prepared So that we can plan and some of the stuff I'm going to cover is not going to be new It's not going to be anything you have never heard Um, and it's going to be things that we know, but maybe we forgot about maybe that we need to focus on again But the one statement I want to say In this data came from various sources, whether it was indeed glass door The labor bureau of statistics, um, is that the the great recession A resignation. I'm sorry is behind us, but that doesn't mean people are not still quitting their jobs But why? And what does that mean? So I want to share with you guys just a little bit about that In depth and give you some stats on it So that you can understand it a little bit more So what does it mean? Well here what it means is it means people are not Quit it they're they're not necessarily just quitting to quit now What they're doing is they're moving or their job switching So before we seen quit rates, which where they're flat out quitting And now we're tracking this or trending it with switching job. It's a switching job rate Um, and you're going to see the trend from about 2005 to um to 2023 And so what happened was Is that during coveted it gave people the confidence? to quit their job When previously They didn't have that confidence or maybe they wouldn't take certain things And they were fearful of quitting where now quitting is more the norm than Um than it used to be So, you know, they're not going to put up with certain things or if they get better offers See companies with better benefits So quitting is more the norm versus post pandemic Where we saw Where it was historically it wasn't and so this is a longer timeline where you know Where it shows it over a 10-year period where we're still historically though Still strong If we look at it in a longer trend it we're generally still people are still comfortable quitting And i'm going to show you guys some unemployment rates. Well, even though, you know unemployment is still somewhat We're going to consider it on the lower side Even though it's trending up a little bit We're still considering it on the lower side But I I just find it interesting because Being in the recruiting space people are still having issues with no shows We're still seeing that no show rate issue. We're still seeing people leaving jobs But it's shifting for different reasons Um, it's shifting for different reasons and we're going to get into why it's shifting You know with the unemployment rate right now, it's it's steadily increasing. This is the one year view so unemployment right now is 3.9 percent And we can see it steadily increasing because you know, i'm not going to get into are we in a recession or are we not? Um, who knows i'm i'm honestly tired of hearing about it, but we could be But here's it over a 10 a five-year period So it's historically not super high If we look at it over a five-year period So so what is this telling us this is unemployment? This is unemployment, but it's not not unnecessarily high No, because people are like No, not at all um Because people we're still seeing high quit rates. We're still seeing high no show rates But we're not in that great resignation anymore. So why are we still seeing the same trends as? as that we saw during the covet pandemic And so there are a few reasons that are we're going to start to get into it um with it And one of them and I thought this was a really interesting thing to start to look at Is the projection Of the aging workforce coming out. We're going to start to fill the impact significantly in 2026 um And so The quit the the quit rate right people are now more comfortable have more confidence quitting their jobs COVID instilled that into us And it's also what is important to people. So people are just more comfortable leaving quitting job switching So that's where that contributes And then the no show rate is contributing to there is just more jobs than there are people And this is where this graph comes into play. There are just more jobs than there are people So people are either taking jobs or your job isn't attractive enough Or it didn't hold their attention or they took another job and forgot to tell you because The demand is so high right now there's still A massive amount of jobs if we look at the indeed data that are not filled There's still people Are these people that are Just the general age of the population or people that are in the workforce These this graph last year right here. So in 2026, we're going to fill it really hard We're going to have almost the same amount of people 55 and older than we have with the ability to supposedly work So are is that workforce or is that just the population? The red is workforce. So the red is workforce So we see the workforce in 2006 how large the this is what they're considering workforce 25 to 54 I got yeah, so there's going to be yes, and this is going to be more older The workforce is just getting older to Almost 40 of the people working in 2026 are going to be 55 years of age or older Wow, yes And so we're going to feel the hardest impact in 2026 Okay, so hold on 20 I'm still a little lost here. Sorry to be dense here What how I'm reading this is that this is of the population So because the population Will be over almost 40 percent of the population will be 55 and older We'll have fewer people to work 40 percent of the people working aren't going to be 55 years old 40 40 percent of the people living are going to be Yeah To work period Then we have in the okay. Yeah, that makes that makes good sense to me. I get it now Nice. So in 2026 Baby boomers will be between the age of 62 and 80 years old, which is the largest It will be the the largest number of them will be moved out of the workforce Right like to date So we're starting to see that impact because of the number of jobs versus the number of applicants As we encroach into 2024 But what we see is the number of people coming into the workforce doesn't grow It doesn't increase because Younger the younger generation isn't having as many children So Um, you know, this is called the baby shortfalls This will be an issue for us here in the United States for at least the next 10 years they say And again, I didn't make up these stats. This is coming from the u.s. Bureau of labor statistics says it down there in the corner Um, but what I find interesting is in 2026 we will have the highest ever recorded Average age of work It will be which is funny 43 years old It will be the average age Of an employee, which is the highest age ever recorded I find that funny because that's how old I am and I don't consider myself old But so we're we're getting into that and I just interesting You know in 2026 the service the service industry sector is projected To have 81 percent of wages Right, so they will have 81 percent of jobs 81 percent of wages But if we have 81 percent the service sector, yeah, we will be impacted by these By people aging out To a bigger extent for sure Yeah For sure. So this doesn't look good. What do we do? So, you know, we have to think about being competitive Pay how we can make our jobs more efficient. How can you make our jobs easier? There are people that can continue to do labor jobs into the into their 50s I've had great cleaning techs that were 50 and 60 years old But that is being said that we have to be efficient. We have to have processes to our to our cleaning And so, you know making sure that we are Competitive and Liz teaches a lot of the culture aspect and we're going to get into what people want in their job This is what we can expect to see in the trends coming into 2024 and beyond So, you know, the great resignation isn't it is over But we're going to see some of these trends stick around for a little while and this is why Because of the aging population every year, there's a percentage that will be aging out Also because of the comfort level of people quitting. How can we entice them to stay? And then What I do want to give you guys for encouragement Is that the wage Slowing it's starting to settle So the increase in wage has slowed So we know it we it's spiked during coven where we we increased our wages And it we're seeing it start to settle So that is a great sign of wages kind of starting to settle a little bit because they peaked and They peaked january of 2022 raising about 9.3 percent, which is pretty high But we're starting them to kind of we're starting to see them settle So that's great for us business owners because we couldn't continue to raise our wages Well, you know not not so in washington And we're looking at a 25 dollar minimum wage in the next two years. So Is that is that being discussed or is that Yeah, it's already been written in I believe 25 Uh, it might be three years and it's written looking to speed it up to two years And you have one of the most difficult states. It's it's it's probably more difficult than california In different ways. Yeah in different ways in different ways Like yeah, Colorado. I think they have Yeah Yeah, and montana is getting pretty competitive as well Yes We could probably round a lot to other states if we wanted to but we get the point yeah It's so, you know wages are starting to settle depending on where you live And so, you know, we can rest assure maybe they're starting to settle because what I did see was We increased our rates here in the service sector to a point to where We could afford to pay But some of us are seeing kind of those rates plateau where our customers are being price sensitive now I don't know liz. I don't know if you're seeing that or tom and your cleaning businesses Where customers are being a little bit more picky or choosy as far as the cleaning goes They want a little bit more value. They're a little bit pickier because they're holding on to their money Yeah, I feel like I feel like that's Comes and goes comes and goes and here we are again with a coming section and so kind of counter to the workforce when there's a Greatest shortage of labor there seems to be You know more demand and then when the labor starts to come back a little bit the demand kind of You know, I guess a little tougher You always have too much of something and not enough of something else Yeah, and here here's the next chart that goes with it, right wages wages growing faster than inflation than prices Yeah It's kind of going back and forth on the on the graph, but it's kind of it's keeping up with it at the same time Now Versus in 21 and 22 it grew faster So it's starting to kind of track with it a little bit So, you know, the trends are starting to it's starting to trend a little bit more consistently with like wages inflation So I think as a business owner That's a great sign Versus where in 21 and 22 We were so competitive with our wages to try to attract people it it got a little crazy So, you know, what's important and I know Liz is going to love these topics for what's important to attract people in 2024 So, um, you know, I gathered like the five top things To really help you attract great talent in 2024 and so what we found was The top five things were people want focus on human centric work models Not just profits and I want to skip to the next slide Real fast. This is actually slide from my company and we practice this model And our employees at recruit love this model. We practice this and organize it as well But we call it a pcr model. It's a people customers results driven company And I I just got a point out That that says costumes and it confused that I know I really I know there's a typo But I was really expecting you to tell me that we were gonna have like some kind of fun Fun things. I know somebody that does a lot of costumes and stuff. I was like, oh, I'm liking that Well, at least I spelled it right here No, yeah, no, no, but it's more fun Libby. It kept you know, we ought to do costumes. Yeah, I'm like It's just good. I like it So I always say at least you know that AI didn't make my slides Yeah This is a slide from ours, but our our employees love this model. This is what we what we always Talk about this is how we are focused. This is how we are driven But I would use this slide I threw it in here because when we were doing our research, you know, we found that this is what they want They want a human centric model Not a profit driven model, which this is it's people customers results It's people first. It's it's our employees first our customers and then its results People come first no matter if it's our customers Or our employees And so that's what's important. It cannot just be about profit. It cannot be about money The second most important thing for the five top trends is location location location People love flexibility and the ability to work Remotely flexible Hybrid and I know we can't give that to everybody. I know we cannot give that to certain technicians But depending on how your company runs You could offer a version of that whether it's to the scheduler or to a salesperson or to a receptionist Have some flexibility built in there because it's really important Um, I read this great book and it's called running remote And they talked about There are five types five levels of remote and they they use the medical industry for an example They said yes, the nurse cannot wait on a patient remotely But the scheduler can the receptionist could and it really changes the way companies Work and how they hire and how they retain people So look at location location location The next is having a say like having a say in how things go having a voice in the company is so important To others and then we're always and again when I started I said none of this is new It's just did we focus on it and do we currently do it and then diversity and inclusion in the workplace is huge And then I think The last one being the most important and I have some data to show you behind the last one is emotional intelligence and mental health in the workplace Uh, you know, I think when I first started my business, I didn't have great emotional intelligence I I couldn't tell that Instead of just barking a bunch of commands at people I should have asked them how their day was or how they felt Instead of just asking why did you do this or why didn't you do that? That's you know lack of emotional intelligence on my part I think it's so important that we look at Mental health These are stats that were taken on what's really the number one thing coming in to 2024 And These are huge numbers. They surveyed thousands and thousands of people And these are huge percentages where like 81 percent of people really wanted counseling services for Mindful or mindful programs they wanted mental health days They were looking for 87 percent of people surveyed wanted to prioritize mental health and well-being They wanted mental health programs and well-being programs. They wanted the organization to invest in more And more again work-life balance addressing burnout work-related stress and 77 77 percent addressing work-life balance and boundaries Such as reducing after work hours emails and meetings so You know, this was a quick thing just a quick rundown of 2024 and what to look at but ultimately You know What every single person wants what you want whether you're the business owner what your employees want or your manager It's to really look at working how I want How I want when I want and where I want And I get a lot of pushback with this phrase because they're like well if I like I can't do this I have cleaning techs and I said well, so do I Um, you know, they can work. They work solo. We train them. Yes, they can work how they want Hey, I don't care if you Started the bathroom great or start in the kitchen use the use the system. I don't care You can start where that's how you want Work when I want We have a window of arrival time you can start at eight or nine We don't care. That's when I want it's within a certain frame and work where I want Okay, not necessarily, but we say hey, you can work from an app. You don't have to come in To the office today So it's looking at your traditional job in a non-traditional way to help attract and retain people Because their mindsets have changed so we have to change the way We typically voice our jobs or we describe what our jobs are Because I think we get stuck describing them the the traditional way when honestly You know, we've we changed our jobs We kind of pivoted when covet hit, but we didn't pivot the way We're describing them to our workforce or the way we could describe them and actually carry them out We we put windows on arrival times for all our jobs so we could give our technicians more flexibility I've got two things to add here that I think you're a lot flibby So here are two trends that I'm seeing with people in my circles We're seeing a lot more of this this question is a common question that we recommend to people to ask is What do you think that how many days do you think the average employee takes off in a month? Historically that number has always been between one and three people to one to three Guess what the number is now that people are saying A month you said yeah And this is people this is coming from the the leaders in in in your circles Yeah, they're they're asking the question of applicants and the applicants are giving this answer Oh I would say probably five to six uh eight Eight the average answer eight to ten Eight to ten days is what they're expecting is reasonable to take off Out of out of 21 point something average work days in a month. I'm sure they're thinking it's 30 days and you know Sense to take off, you know eight to ten. That's what that's what we're hearing So that's one piece of data And then here's the other thing. I've got something for you the way um, so historically in our industry the where Marlo held them an L A lot of people are with you there Marlo um for the where let me hear something that Uh, I know quite a few people are doing right now for the where um, I would say maybe at least 20 maybe 25 30 people are With their customer base, they're allowing their employees to choose which customers they want to clean for And so they're deciding Where they want to clean? Uh, they're still going to have to clean some places that they don't want to clean but for anything that they knew that's well um That they're doing well one of the perks is Choose who you want to clean for choose another job that you want to clean for or I love that You don't want to clean for and that's a great perk. How easy is that for us to deliver on? Yeah, so that's a great perk. So we did the where I said, okay Well, all I could do for that is you know work from an app instead of coming to an office every day You have the the ability to work from an app I couldn't do necessarily the where but that's kind of how we checked off the where Yeah, and so here's a new way of doing where That I'll let them have a little bit of say So we we teach a lot about what we call an autonomy importance meaning a measure and the autonomy piece was always important, but now more than ever Autonomy is huge people don't have tolerance For many lack of autonomy anymore if if they feel that so And the data shows they're more comfortable now quitting quitting Yeah, and everybody does it. So it's not weird anymore. It's not like it's not like you don't have a job anymore It's that you have so many opportunities. You can just leave this one and go get a better job Try another one. I might like it more. Yeah. Well, here's the other thing too to go with quitting and jobs So when I was say 20 years old My option for work was literally to just go work with my hands It was very slim or I would go to college And and go get a degree Now if you're 25 Or 20 years old the options to go and get a job are so exponential They're they're just so you could work from home. I have a 25 year old who doesn't even own a car who worked from home on the computer So they're so exponential because you literally can do There's so many More options and that he's in a proper grammar so many more options There's just so many options That there weren't previously That aren't even literally considered a job. So there's a whole another topic called like gig stacking Right. Um In in there you can literally gig stack And make really good money gig stacking and it's almost like talent stacking But it they're calling it gig stacking where I can like drive for uber. I can do this I can baby say I can rover.com And I can gig stack And make 50 bucks an hour almost By doing these things that don't necessarily need my time all the time Doing it and I'm going to say this and she might be watching my sister-in-law is doing it We just visited her but like she had rover.com. She was like personal assistant for somebody So it's like she's gig stacking and I'd never I'd I've read about it, but I hadn't really seen anybody Doing it and it's pretty interesting to see and it's if You want to make a decent amount of money you can and you wouldn't really need a full-time job Yeah Tom you're a member when I was talking to you about my niece moving she lived in california And she quit her job She and her boyfriend and they just moved to phoenix and They didn't really have any money or anything They didn't have jobs that they were going to and they were not at all stressed out They're just like well, we'll just earn money as we need it That is a completely different mindset from my generation My dream if you didn't have a job that was was was a big stress Parable and and it was bad societally too if you didn't have a job you're a loser, right? Now if you don't have a job, wow Back to the applicants that were 10 days off One of the things that my son he's 25 I he he has his own house doesn't even have a job not like he has a job Don't get me wrong, but he's not a w2 employee. He just works for himself Um What what what him and his friend value? And I always ask questions because I'm like just so interested in the way they work They value time freedom time freedom is what they want.  Also the newer generation They have this very large idea about You know, you you really shouldn't go get another job because it's going to Hold you back from being able to do the things that you really want to do Like how are you going to have a really good tiktok career if you have a job that just doesn't make sense Literally listening to a group of girls at in the airport. They were I don't know. I'm not good with ages, but they looked maybe 19 to 25 ish and and that's what they're all talking about is You know, it's so crazy. My mom keeps bugging me. I got to get a job But how am I supposed to have a job like she wants from going every day? I can't I can't keep up with my tiktok if I do I was just like Besides the workforce aging out Yeah, this is the other thing we will be dealing with like well that we as a service sector Be dealing with trying to find frontline help Which is going to be interesting and challenging. It's not going to be impossible But I think it will pose a fun challenge You have to blow that up tom. I can't even see it on my 50 inch screen over here Oops, I just noticed this is the uk. This might be different This is like stressors in life Ranked in terms of the biggest stressors, you know Death in the family financial challenges issues at work is number three Above like challenge in a relationship or divorce divorces below challenge in relationship interesting exams buying a house Watching the news Wow, having a child. I love that watching the news made the list Of the top 10 things. Yeah. Well, don't watch the news. That's why I don't watch it. Wow How about you child? why Yeah, so Job loss is number five moving is more stressful when losing your job Oh movie What's the data though? That's old. It's from 2015 Okay. Yeah, I don't think that that would be as stressful for people nowadays Here's one from 2022 Okay Yeah, let me blow this up. Yeah, thanks Death of a spouse. Okay, I could see that divorce Marital separation is less stressful than divorce. Okay Being incarcerated. Okay. I could wow, but it made a list Pretty stressful I guess Death of a family member is number five. That's more stressful than Okay, that makes sense. Yeah Injury being sick just marriage in general Being fired being fired or lay off is number eight I'm having a legalization Hmm retirement This is an older group of people that they That they were polling I'm except for the Uh incarceration Right. Was that this one? I'm being incarcerated It looks like marriage has a lot of stress between Death of a spouse and the divorce or just a separation or Confiliation I love that even getting back together again. It's like super stressful. That's stressful too Yeah Can't win can you? I'm with the with the knee So what you're saying Libby is we've got a lot of changes that are all coming together at the same time in 2024 Is going to have some unique challenges for us Yes, I think that you know, you're going to start to see some of these trend together Um, and they'll pose some for unique challenges, but What people want to see ultimately Liz didn't change hasn't changed. It's the diversity It's it's being part of a company, right? It's but I think the biggest thing that people want right now is that mental wellness that work-life balance they Time freedom is the is like the number one thing that even us even we want it There is just so much more Uh strain our our younger generation can Can't handle strain I blame it on social media Yeah, I I don't I don't know what to blame it on but Even though we're on it Yeah, just so much more anxiety More mental illness that the death rate the suicide rate is higher You know our our younger people just are struggling a lot more It's kind of kind of sad yes so I think that You know creating a workplace that at least acknowledges it um, I don't think that we have to address it because I don't think it's also our place because um, you know mental well-being is It's a hippo thing. It's it's a medical thing But I think having a workplace that acknowledges it and allows for time for it is at least the first step for that you could take Towards that Yeah, 10 days a month. There you go So like mental health days, that's that's interesting. Do you hear that like in your circles? Liz? Is that a A new benefit. Yes. Is that is that different than a pto day? Is that counted differently? No Only with the people that I know of um, they're given more pto days though to be able to Accommodate the additional mental health days that I know. Yeah And we're hearing a lot more about things like I don't know what to do my client called because my employee is having a breakdown in the house A lot more of that I was like wow Yeah, I'm gonna break down the house. All right All right, they come to work and just can't I can't I can't do it I can't go to work or halfway through the day. I can't work anymore today. I have to go home So, you know in full transparency, we had had we've had a cleaning technician. So she she didn't have a full breakdown, but Um pretty close. We we had to pull her because she was um Where's the where's the delay between partial and full right? How do you let me know partial because into a facility and Okay, that is Okay So, you know and she was going and at the end of the day It's that they're going through things at home and they just don't know how to deal with the stress They don't know how to No outlet. No person to talk to And it it festers up to a breaking point And they don't know how to talk to each other anymore. There's just so much less time and Practice and experience talking with each other and people especially young people Got stuck in a bad place when they weren't around anyone for a couple years made it even worse Liz I'm a big fan of the unlimited approved time off. We implemented we implemented that now We've been doing it for a year. We did it last january I've clean technicians love it. No one abuses it. We have limits or like parameters, you know, follow as long as you do follow the guidelines um Good for you I'll tell you when I first started telling people about this and they thought I was insane They told me it wouldn't work couldn't work It does You know with with the guidelines the rules, you know, you need to let us know a reasonable time in advance and You know, there's certain blackout dates that you know, if it's You can make it what you need it to be Um, and then the other greatest thing we ever did was create windows of arrival time for all of our jobs Um, that really helped us retain some really great staff.  It was because I needed to be a parent I needed to have the ability to drop off my kids and pick them up And so I wanted to go back to that those that core route and so I created windows of arrival time And so many of our technicians they thanked us because they could now drop their kids off at school They didn't have to pay for before care and we just made an hour window of arrival time Not one client has complained. We just communicate it in our automations Um, and all of them have now windows of arrival time um And our technicians love it and they love the flexibility You know, I think where people get stuck here Is this old way of thinking it's like people have to be on time. I need any time for people to start and There are still a lot of people that they were five minutes late You know, they need to be written up. This is not a good employee. I'm like, oh We're from people. I mean, they're logistical realities too, you know traffic and There's a lot of reasons why guaranteeing an exact time is impractical I would be fired if I wasn't a boy Giving giving your technicians the opportunity to uh, you know make some choices within that window. That's uh It's just another way Yeah, another way to provide some autonomy. It doesn't have to be this one way It's not like there is one exact right way, but there are lots of opportunities and there's No reason to get stuck in the idea that I can't do that You can just just look for the ways that will work for you and your company Not all the ways will work for everybody.  Well, you need to recruit You know better you need to recruit more and and hire more, but We really haven't talked about that at all. This is about retention Yes, but retention also tracks attracts good recruits Because you need to hire people if you have a place that people want to be at. Yeah Um, it's just so much easier if you have these things in place you're going to attract and keep good people Um, I could give people to your door all day, but if you don't have the framework Then um You're going to have a high notional rate or no one's going to accept your offer or no one's going to stay Tom looks like we have a question about made central here Would to be able to do this would that be a soft start on made central? How would they how would they do that if they wanted to have? um A window of arrival time. How do you do it liby? Hi, wendy Oh ours is just simply go ahead tom oh You go ahead and I'll answer. How do you guys do it? Oh ours is just verbalized in the automation email Oh, okay arrival time is there's there's two types of There's two types of starts and made central a hard start and a soft start, you know a hard start is you know, I start my day at um Eight o'clock and if I can clock in at 750, but I'm not getting paid until eight o'clock and um soft start is you kind of get start getting paid whenever you um You clock in so I think I got that right. I might have them reversed. I don't know wendy. I don't uh Do the uh implementation anymore, but I can tell you that I'm not sure You want to you want to use the start that basically they start getting paid the second day clock in regardless of when they clock in Either one of them can be we have any of the made central experts out there who wants to chime in that would be awesome Where's katie? You know, where's katie when you need her? She always has the answer to all these questions I Yeah, it's okay. We'll we'll get to the answer wendy Uh, all right anything else for recruiting specifically liby so we might need To know or Mainly you know You want to make sure That you assess what your current offer looks like and make sure it's in line with what people want not what you think they want because Right what we want we're business owners and it doesn't matter if it's not what they want And those are two different things and that could be why maybe no one's accepting your offer Or maybe you have a high no-show rate You need to make sure it's what the the people want out there in the real world Versus what you want or what you think they want it could be two different things So do an audit of your your offer your job your your benefit your culture, which is hard to audit You know talk to liz. She's a culture culture queen um And and and do an audit of it because maybe maybe it's great or maybe it lacks You know, it's hard to tell because culture isn't something that you can it's hard to measure We can't feel it or touch it Maybe you could feel it And it's really hard because What people think they want Tends to not always be what they really want what they act on So we think we want what we've been told to want But what we really want ends up being a little bit different and you all know that too because your people will tell you things like I need more hours and then you give them more hours and they call out they're like well Well, what I really meant was I need more money. I won't need more money in less hours That's what I need There you go Can I answer wendy's question? I googled it. I just googled made central soft start It's a soft start Basically an employee can clock in before their schedule start time or after their schedule start time It really doesn't matter and they're going to get paid as soon as they clock in so That would be how you would set them up if they had the autonomy to pick when they want to start So we don't we learn two things there. We learned that we also learned that Google index is documentation for made central So if you have a specific question, you can just go to google and ask it That's awesome. I love that great job on the seo there Wow So can we talk about woot recruit for a minute? Sure We are like pressing up on the top of the hour and it it happens it happens quick Yeah five minutes and I don't want to lose the opportunity And I am going to do this and This is your website Yes and then Okay, I say If somebody wants to know more about woot recruit, I guess they just go to wootrecruit.com If they want to talk to you liby or get a quote or whatever or all of that's through the website Yes, they can just go to the strategy call page and book a call um, we do do demos with um anyone who wants to sign up for service We are a little bit different. We do things a little bit different Um Then your typical Recruiting company. We're not an ats There's a service side to our service and a software side So we we we manage your indeed account. We take that over we optimize it And then we also have a software side where we're going to then dump all those applicants into a software where you can engage manage your applicants and Um, uh control the calendar aspect of it as well and then we also just integrated with uh made central so when your applicant um, when you want to hire them you want to make them an offer And we just decided me and tom are talking When is when does that trigger when do we want to send them over to made central? Um, and that is going to be triggered over when they show up for onboarding You can then zap them over from your Uh, woot recruit Hub you can then zap them over to made central and they will automatically be created in made central as a technician No, awesome. It's a full api integration. It's really cool. Just click on bam You got the new employee and made central coming over for regret. Oh, congratulations. You guys. That's great We're all about saving your time. Yeah, that's super helpful for everybody right and Are you guys going to uh? I guess part of the whole budgeting planning process that you guys are going to be working on in California, where are you guys going to be? starting on thursday We are going to be and so mega is going to be right around avern It's a little city right or a little town. I guess right next to avern I can't remember the name but uh, I want to say davis, but that might not be exactly right If this is in person There's both. There's an in person and a live stream option. Oh If i'm in california, if I want to buy if I want to travel could I still sign up for the live event?  She'll figure something out Yeah, if you're if you're going live if you're in that area But if you want to if you want to live stream it you can sign up through core Profitbuilders.com. Yep. Absolutely. This are our Home page easy to sign up for the live stream there Um, like I said, I just had two people sign up today for that. So I'm I'm thinking it It's a good option and Megan. She knows her numbers. She is The bomb when it comes to that she's I love Megan. Um, so it will not be disappointed Megan likes money very much She was on uh, she was on smart business moves last week. Was it last week? Yeah, I think it was last week. Yes last week and she is she is a fireball. Isn't she she always has so much energy and She loves she really does love budgeting You just felt a lot. Yeah, she does. She loves it You don't see very many people that are that energetic that do numbers No Yeah, that's why it's fun. It's fun to work with her I think That's uh, you were going to mention something about Madecentral Academy. You said you're going to talk more about it. Yeah. Well, we're doing it in january 9 through 11 It's now a three-day event and it kind of fits with the beginning of the year as well we show you how to Take all your cork apis and use them to You know put a forecast together for the upcoming year and show you how to put together a plan to You know make the green numbers go up and the red numbers go down and You guys will be using some of those numbers Later this week as well and everybody gets their core kpi calendar If they you go to uh, liz's event or vent either Yep, yep Uh and anybody going to the madecentral live event also gets the profit maximizer for free It's part of the event. I know that two of the live streams the live stream Costs the same as the profit maximizer does so it's getting to the price of one there If you're going to the event So to bogo. Yeah, it is It's it's a different kind of bogo Bogos are great deals. Oh my gosh. I love them. I do. I love them So we are at the top of the hour Or are we going to be doing this next Wednesday? I guess we are Yeah, why not? Do we have a guest we're not doing that on the 20 We had one day. We weren't doing it. Maybe we are though Yeah, who's our guest going to be next week? It's a surprise Surprise surprise And good means they'll be good. They'll be good. Let me thank you so much Appreciate you coming out and bringing us some data to Libby Tom really loves it when people bring the data And gets make some decisions off of that makes really good sense all the time We have to make Better places to work. I mean that's the long and the short of it. We can't We can't hire our way out of what's coming. We have to create better jobs Yep, the people want to stay at We can't we can't hold them to the jobs anymore We didn't No, not gonna work anymore So we're gonna call this a wrap for today, but we'll be back next Wednesday 5 o'clock eastern. You'll take care. Bye y'all


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