This is stock number 10152. We are here at Summit Automotive in Fond du Lac, Wisconsin. You're new and used Dodge headquarters today We are checking out this super clean 2018 Dodge journey Crossroads This is an all-wheel drive and this vehicle has a 3.6 liter Pentastar v6 motor From this HD video you will be able to tell that this journey is extremely clean all the way around Granite crystal is the color we shoot all of our videos in 1080p So if you have HD capabilities on your computer tablet or smartphone device turn them on right now because it is like you're right here Looking at the vehicle with me and definitely your best way to check out the vehicle before seeing it in person Comes with Kumo solo I'm sorry Kumo solos 225 55 R 19 tires with just about I'd say 70% of the tread left 19-inch painted alloy rims Didn't see any denser dings on that front fender Headlight lens nice and clear does have the blacked out headlight bezels No dense dings or cracks on that front bumper very nice and clean does have the factory fog lights Passenger side fender no denser dings on that and the passenger side rim No scuffs or scrapes on that as you go down this side of the journey you can see just how clean The body is how reflective and mirror like that paint is we take these HD videos So if you are far away or even if you're close by just can't make the trip down You can still see the vehicle hear the vehicle and have confidence in what you're looking at before even get here Very clean down this side This back rim is in excellent shape as well. No scuffs or scrapes on that four-wheel disc brakes on these journeys Rear bumper is in really nice condition. You can see it does have the dual rear exhaust The rear gate is in excellent condition as well. No denser dings on that Back storage area very clean too and these seats do fold down Nice and flat for extra storage Does have front license plate holder and looks like all the books and stuff back here as well See those rear shocks are doing their job and as you go down this side of the journey Just as clean as that passenger side Rear quarter looks good and this back rim is in excellent shape as well Down the rest of this side no dense no dings no scuffs no scrapes does have the entering-go system Heal us entry has the heated mirrors inside the cross-road package gives you the black leather and cloth mesh interior No rips or tears on those seats Power driver seat with lumbar factory floor mats throughout and auto Had lamps to power windows power locks and power mirrors as we hop inside here. You can see that this one has 18,285 miles digital speedometer outside temperature and compass display comes with the leather-wrapped steering wheel Grooze controls on the right Bluetooth and information center controls on the left It also has audio controls on the back of the steering wheel This one has the 8.4 touchscreen radio and FM and Sirius XM radio capabilities This is also where your backup camera shows up And you can do your climate control right here as well It also has dual climate control down here if you like the more tactile stuff SD card CD player Passenger side Floor mat and seat are in excellent condition as well No rips or tears in that smells very clean in this journey headliners in nice shape Does have map lights up there And we'll take a quick look at the back seats and then we'll check out under the hood Back seats are very clean as well latch child safety system Second row bench seating you have in-floor storage Back here These also have removable bins for easy cleaning You can see that that seat slides up real nice and easy Carpettings very clean and those third row seats are in excellent condition as well Get these seats back. You just kind of push back like that put that seat down You're ready to go We'll take a quick look under the hood I would personally like to thank you for checking out the video today Hopefully from this HD video you will have been able to tell just how clean this journey is all the way around inside and out Under the hood we have the award-winning 3.6 liter pentastar v6 motor engine base very clean Runs very smooth this journey has been fully safety Dan inspected by our service shop has a fresh oil and filter change all the fluids have been checked and tapped off and This one is 100% ready to go To see more pictures of this Dodge journey or one of our other 450 new and used cars trucks SUVs mini vans Wranglers You name it. We got it go to our website www.summitauto.com Full pictures and descriptions from two locations all at summit auto.com if you want to check out more HD videos You can go to youtube.com slash summit auto remember to like subscribe and share on this video and all the videos that you see there In fact in a second you'll see a link to subscribe to our YouTube channel on your left a link to more Used inventory videos like this one on your right if you have not been to our website on the bottom link to this vehicle on our Website click those check us out. We really look forward to helping with this super clean 2018 Dodge journey Crossroads all-wheel drive v6. Thanks again


Hey, good afternoon everybody Tom steward hand with Liz Trotter and this is smart business moves. Hey y'all Monday April 19th My oldest daughter has a birthday tomorrow. Oh She does all on the 20th. That's uh, isn't that the pot day? Pot day Gavin's Gavin's ex-girlfriend, I guess her birthday is tomorrow, too Like how can it be his ex? I still love her so much. It's it's it's also Hitler's birthday Her siblings remind her of that every I'm bad especially the way your your kids really love to like tease each other I could only see how they give her grief about it Linda I just got hit up by Archsy about something on here. Oh, it's This Facebook live Archsy just sent me a little reminder. Well, there you go. I'm glad they did Thanks, I appreciate that Hey Linda, how you doing? um Tom what is going on in the world? We have any news updates or anything Well, you know, we've we've been studying the labor market a lot Yeah, and just some some general knowledge. We're gonna be talking I mean, we're gonna be talking about I guess workforce development and labor and how this is kind of the the the magic Magic recipe here all this week. We're gonna be talking about it today we're gonna be talking about it again Wednesday, but Jay Powell Jerome Powell. He's the chairman of the Federal Reserve and I saw an interview from him the other day And he was sharing one of the bigger concerns that they have is is the unemployment rate Amongst the bottom quartile of the workforce is that 20%? So they talk about the unemployment rate and the overall employment rates relatively low six point whatever percent But there's a whole lot of people in the bottom quartile now. I also I was reading a piece by You know, one of the one of the principles that glass door you're familiar with them They're the ones that I have the website that you know people review their their their their their employers and You know, they were talking about all the incentives that have been created to basically You know for that bottom quartile for them not to work It says that that's probably going to be the pay place until at least Labor day because that's when the federal stipend or additional federal funds on unemployment is going to go away And that's assuming they don't change anything between now and then so they could extend it further, but Basically that the gist of it is that You know, we want to raise minimum wage was more than one way to do it And one way is just create a financial incentive for people not to work and then force employers to Keep up in the ante and bidding on People decided financially make sense for me to go back to work. Wow. They actually said that, huh? Wow Hey, Robin. Hey, Leslie Jay pal didn't say that because he's with the government store people and and I'm paraphrasing a little bit But that was just kind of the gist of it. So they are seeing wages going up and it looks like it You know where that stops and if it sticks or not, you know, they're they're saying certainly that things will get better once the You know federal funds go away on the unemployment But a lot of people speculating that they're going to be looking for legislation to push it out past September 2 Yeah, that's what I had heard I was talking to somebody last week and they were saying how they just want to make it to the end of July Because they have heard they read something that it's going to end in July I'm like, yeah, you need to stop hanging your hat on that because I Would be surprised if it's Can't chill in until Labor Day. Yeah, I'd be surprised if it goes away that that quickly so I Gosh, I kind of see what Gloucester is saying no Tom that that really does kind of make sense to me Especially in the context of what we've been talking about for a while, right? That No money money is not a huge motivator, but When you're talking about the triangle, which I don't remember what it's called Yeah, Maslow's hierarchy of needs, right? So the bottom level is Security that people have to feel secure and so the money pops into into that level If they're not getting paid enough where they feel like they can survive even live Then it's not an okay way to regardless of what the government says when anybody says minimum wages. Yeah, right top Yeah, the the money is part of the equation. It's necessary, but it's not sufficient there's other things that need to go into building an awesome workforce and Really, I think the thing that we need to be thinking about is being a good employer is not good enough anymore You got to be you got to be excellent. You got to be awesome because you know The flip side of it is the awesome ones are the ones are going to be around to play the game Again, I think there's a lot of people that The companies that that that are that strong or that are that won't manage that, you know, they're gonna have a hard time navigating these waters for the next six months plus Yeah, I I Can really see that so many people are struggling right now And just with what's going on right now, so I can't even I don't know We're always looking toward the future trying to figure out where things are going and You know the wages are going up They're gonna continue to go up and what we're gonna be talking about Wednesday Just so you know picking up on the theme is we're gonna talk about the numbers side of this You know, you're gonna have to pay more to how to attract talent So what does that mean to your business and how does this tie back into your loaded direct payroll to revenue and What other decisions do you need to make and what are those decisions need to look like in order to make all those numbers work? Because if you just wait raise wages, and if you don't do anything on the what you're charging your client side You know, it's probably not gonna end very well So, but how do you know what to do on the client side? How do you need to you know, what do you do to get your? Your your rates up accordingly for both new clients as well as your incumbents. We're gonna get into that On Wednesday It's gonna be awesome So what we're gonna talk about today is going to help with some of the things that you need to do that are not Directly related to the money because exactly what Ian says right here the money plays a big factor But culture and environment are underrated factors affecting employee performance. Absolutely And I don't think that people are underrating them. It's not paying attention to them. They're just like Nothing I can do. It's all about the money and it's not all about the money Yes, right now the money is a different situation But it's still we still have a lot of opportunities There are still a lot of things that we can do. Yeah, our friend Mel climb and says that When somebody is looking for a job like if they're in indeed and they're trying to figure out who don't want to apply for The money is a big part of it. It's like I got three jobs here. They all look the same I think I'm gonna apply to the one that's offering the most money makes sense, right? But once you're there working if you're gonna stay there for You know three months a year five years or longer.   How about six days? All right, you gotta get these people to stay long enough to even find out if You're come if there's a job is something that they want to do so there has to be more to it than Just it's not one or the other So it's never been one or the other it's either pay or its culture It's never been that both things always had to play together They're always needed to be a decent level of wage needed to be like Tom said Needed to be at least The the basic that people needed to have what they believe they needed to have and what made sense for them in their lives to be Move forward and even take the job. The problem is that nowadays with all of the The rhetoric I'm gonna call it rhetoric are around the $15 an hour minimum wage I don't care where you live. What part of the country you live in? I don't care if you live in Seattle where a minimum wage is above $15 an hour or if you live in Podunk, Missouri where the minimum wage is 725 an hour Oh, yeah, that's even matter. I should use festus But it doesn't really matter where you live Regardless of what the minimum wage is where you are everybody's talking about $15 minimum wage Everybody even if the minimum wage where you are go ahead Tom No, I think that people are starting to get programmed to that Just you know you hear it enough and you just start thinking it's like well Minimum wage just like wait a minute minimum wage is 725 in most parts of the country, but But they everybody sort of been brainwashed to believe that $15 an hour is The living wage. It's the minimum living wage regardless of what the minimum wage is in your state and I don't know about you guys but in a lot of the States and Tom I think your state is one of these where the minimum wage really never had that much to do with anything Anyway, because no, but yeah, it's 725 and nobody 25 that's not really a thing so Minimum wage was really not Not a concern, but this idea of a minimum Liveable wage now that's been an idea that's been around for a while and people now have hung in hung the number out at y'all This new minimum living wage. Yeah, absolutely Leslie, and it doesn't that's what I'm saying It really doesn't matter this that's why I'm calling it rhetoric, right? Because it doesn't matter where you are and it doesn't matter what the economics of your state or city are Everybody has this idea that $15 is the minimum living wage. So we're all competing with that that belief system Regardless of What anybody else is paying and we're all gonna see that that money changing But again, Tom's gonna be talking more about that on Wednesday wants to know about zip recruiter and is that a good option for cleaning professionals Well, we're gonna get into that on our on our presentation today Good question Robin. We're gonna answer that here Before before we're done. Yeah, I need to stay 20 to 25 percent above minimum wage Yeah, and and your situation is a little bit different than even other people's situation Leslie because you have Expenses are in such a different way your your state is much more Part of it is just you know lumped on top of the inflated wages. I mean it's Yeah, no, you know, we've seen that, you know, we kind of we kind of joke about Portland And you know now it looks like Portland is is is coming to your town So, you know, just whatever's happening in California, you know, Leslie is kind of giving her a preview We need to get ready. Yeah, no kidding. It's the truth So time maybe we should go ahead and jump into this presentation because there's a lot to it. We're So this presentation you guys is creative my electric bill is 375 Yeah, yeah, I got to beat there too Leslie. I'm like that sounds almost cheap So a lot of places here have like a two hundred dollar Power bill just for like a little tiny house or like an apartment. So Katrina this is a good question And join us Wednesday because we're going to do a deep dive on this. We're going to have some information We're going to be be all over questions like this in terms of wages and what you need to charge and and how to manage that so Come back Wednesday, we'll give you we'll give you a very full answer All right. And so we're spending two full days on this topic We could probably talk about this for a month, but we're not going to we're going to talk about We did that with kpis. No, we're not going to do that I'm not doing that But today we're going to be talking about everything that doesn't have to do with the money Not to say that any of these things are not connected to the money because they are which we've said multiple times But tom is going to be talking more on wednesday about the actual numbers and how how the numbers are going to play together um, so this presentation that we're doing today It comes from a survey as cell actually it's a self-evaluation Um survey that I give out to people what tom kpis was awesome weirdo He's so funny although tom like I'm I'm teasing and you and I really got a little bit sick of kpis But I got to tell you I get a lot of good feedback about that about that month I've gotten so much to talk about it There's only a month I didn't eat I think also really liked a lot of the kpi stuff is you really learned a lot too A little bit longer than a month It seemed like about six months. I know but it wasn't All right. All right you guys back here So this is a self-evaluation. Um, we're going to be going over 36 points And actually let me just go ahead and get it started here um But if you want the whole self-evaluation feel free to reach out to me All right So for all of these answers you guys give yourself a one if the number if your answer is rarely Two if it's somewhat and three if it's usually now these answers are not Uh, they're not going to be exact Sometimes rarely will be something will mean something like not often or something But just pick whichever one is closest to you if numbers work better than just a one two or three All right, so this first topic is about staying ahead of the pack So something that tom and I talk about fairly frequently Um, all right, uh robin.  We are you're gonna have to work for it I guess I could should I throw up the slide? I don't want people. I have to stay here Party liz so yeah, I'm actually gonna pull up the slide here So if you want to get the complete self-evaluation Email me at liz at cleaning profit builders dot com And I will send you the link to it's just you know, like a google form a drop form whatever you'll take it And it will give you the score right there. You don't have to send it back to me But if you want to send it back to me And you want to get a 15 minute review of your assessment then Take down this this link also tom's gonna Copy them over for you Accountably and I will talk to you 15 minutes about what are some of the top things you can do Depending on what your how your assessment came in How what are the things that you can do that are going to make the biggest impact the fastest All right, and then the lowest true score that I get That is turning into me by april 23rd is going to win a 12 month culture calendar All right, you're welcome to meet All right, so tom's gonna post these links. You guys can grab them off there, but I'm going to go back to this This on the presentation. All right, so the first thing Is staying ahead of the pack Tom can oh, I know you're busy here No, I can do I can walk and chew gum. What do we mean? All right Well, talk let's talk about why it's important to stay ahead of the pack Well, we've talked quite a bit about that But why is it more important today than it was a year ago? Say Things are happening fast or the pack is moving faster There's change and and in change the rate of change acceleration of change has happened faster There's a lot of things technology is part of it. It's a big part of it but it's also All these unprecedented events that that we've dealt with over the last year have gonna You know change the the competitive forces within our industry and Industry as a whole and Especially when we're really talking about, you know workforce development and building your team and and how do you develop a culture and a compensation plan and everything to to be competitive You know, you can you can be in two places you can Either be chasing it and wait for things to happen and see it's happening and try to adapt But you're you're you're running really hard, but you're behind it Or if you can figure out where it's going Wayne Gretzky, uh, you know the One of the probably the best hockey player there ever was When would one of his famous quotes was escaped to where the puck is going And if you can see where the puck is going if you can see where things are heading and rather than chasing it Kind of hop over all of that and kind of put yourself in a position where things are going to be say six months from now You know, you're gonna have a lot more opportunities It's like musical chairs You don't want to be the last company to figure out that you need to be paying $15 an hour right Yeah, because now it's too late by the time you figure it out and you implement go to all the trouble and the time and energy To create your new pay system. Now you're gonna be behind again Everybody let me pay him 15 50 all the chairs are gone. All the chairs are taken. Yeah, exactly All right, so what what we're talking about here are here are just 12 things that you can do to stay ahead of the pack Things that you can do that will keep you in front of the wave and not chasing everybody else also one more thing If you are thinking but everything I was doing was working so well That I don't really feel like I need to change anything I just need for the government to fix their thing to stop doing what they're doing I'm going to say stop that thinking that thinking is not going to help you you need to Change what you were doing before because you are no longer Going to be dealing with the same people that you were doing dealing with before Now you're you're probably thinking but of course I am I'm still in the lower Section of the people that are the pay and the people the same people are coming To me that were coming to me before no y'all This unprecedented event changed the people that are now coming to your jobs I think most of us know that but if you haven't recognized that this is a permanent change These people are now Different and you're going to have to do things differently Get out get on board here with me. All right. So the first thing here is do a swat analysis annually You probably do some type of a swat analysis on your business But this swat analysis is on your people and your company Culture, right? What are the strengths that you have going on within your people systems your hr systems? What are your weaknesses? Where are your opportunities? Where are your threats? Within this one little section of your company not your big company. How often are you doing this? Do you do it? So this is what I meant by the The phrases aren't exactly right. Have you never done it? All right. That that that will be rarely Um, you have done it. Maybe you've done it even once or twice Awesome.  All right. The next thing is create your employee avatar So everybody talks about their client avatar.  I know mine I've got jill and jack johnson. They got two kids john and jerry and they've got a little dog named How what is the dog's name jojo? I think I'm I know all about my client avatar. I know who they are. I know how much money they make I know what size of house they live in And we all do that everybody focuses on their client avatar But how about your employee avatar? Have you done one? Have you thought about one? If you haven't done one before That'd be rarely if you have done one, but maybe it's a recent thing That'd be somewhat and if you've done it multiple times You're always updating your employee avatar based on who you have working for you now Getting rid of maybe those low that low 10 percent and refining your employee avatar. Yay for you. That would be usually All right, but if you haven't done it all of these things if you've got it rarely on here You know that is going to be something that you want to be doing right off the bat Um, any any comments tom? No, I I love the idea the avatar we do So much just instinctively the term the term customer service think about that and everything that we do under the guise of you know under, you know The objective of finding out who your customers are at a you know individual level and Customize, you know home specific scopes of work and preferences and so forth Do we do the same thing with our employees with our with our team members our cleaning professionals to even think about that? You know, you know employee service. How come there's not a term called employee service? Yeah But Different Yeah, again, that's not in service. That's us trying to get them to be better That's not us trying to serve them. So I think your point is really really good tom You know, I was talking to somebody who you know a very successful large cleaning business and They were lamenting over their inability to to basically Build a workforce in in in today's world and you know all the competitive forces that we've been talking about And then the conversation kind of drifted off into All the things that that company was doing from a customer service standpoint of the programs and recognition and thank yous It's really awesome. It's like, you know what everything that you just explained for the last five minutes Erase the word customer and write employee in there and do the exact same thing And you might be getting better outcomes. Yeah might oh man I would argue that might you will be getting better outcomes. You might not still be getting the outcomes that you want Entirely, but I promise you you'll be getting better outcomes. There's no way around that All right, the next thing is pay enough and then focus on doing So we talk a lot about the pay. Yes, you have to pay enough y'all If you don't want to pay more money or if you're like, I don't know Come to the Wednesday course, but you have to pay enough And what I mean by enough is enough for your your market where you are um Your specific location So what I have to pay in olympia washington is not the same thing that leslie has to pay down there in california It's just not But you need to pay enough for your area your market and the people that could potentially come work for you And then after you do that focus on doing so get your pay plan set up and then focus on doing and then Do more than your competition now when i'm talking about competition I'm not talking about Just the other cleaning companies. What are what are some other Places of competition tom or anybody else here. What do you guys? Who do you guys look at for your competition for employees? Yeah, I had to stop drop some ideas and chat. I mean Yeah, who do you guys compete with for employees or do you and if you haven't been competing with anybody except for cleaning companies Jump on this man wagon right here Say again tom it's time to start if you haven't been yep time to start So who do who do you guys who do you guys compete with for employees? um So some of the I can do some of the places around here We don't really compete with fast food But we could if we wanted to because we have much better hours. You don't stink at the end of the day Manufacturing in elder care elder care is a great one here too Leslie we compete with um that all the time a lot of our people hate the idea of seeing people die And if you're in elder care that happens That and that is one of the one of the big things that people will say to us It's I just couldn't handle people dying anymore. That's it won't happen in our job But but much less for sure manufacturing. That's interesting. I I like hearing about manufacturing. I hadn't heard about that before um, and how how that plays in um, we we compete with target We compete with walmart over here. Um, we compete with the Along the elder care idea the retirement homes and um so retail senior living detail um you know Hospitality hotels things like that. Yep hospitality and hotels. That's a really good one for us too This is just a quick tip from an MMA group That we got last week that is okay to share so a lot of people have been having success in their ads by putting in No, I forgot what it's called air bnb Doesn't mean that you do air bnb But you put air bnb into the ad people that are interested in air bnb cleaning. They're Talking they're then applying you have a chance to say well currently we don't have any air bnb opportunities But we do have this other opportunity. You have a chance to sell Is there a segment of job Hunters people looking for work that they specifically want to clean air bnb is apparently Apparently we there's a lot more applicants that are coming through with the air bnb title Any idea why none So we we've only been seeing success with this for a couple of weeks But everybody's that's Has been showing success in this area. So Give it a shot and see I don't know think it plays into the gig worker economy Also, I think it's part of that. It's like, yeah, I want to clean But I don't want to have to work five days a week and 40 hours and that's too much So air bnbs. Yeah, they you know, I can go on clean when they need someplace Maybe that's that's my best my best guess, right? I'm cleaning air bnbs. It's not a 40 hour week job, is it? it's not Uh, and that's something that you guys are probably recognizing right that people are not Wanting to work 40 hours right now very very few people that are coming through are are just yes Wanting 40 hours what they want is 40 hours of pay, but they want to work 30 hours So they need to make more money So that they can work fewer hours all right next thing is Find out what Matters to your I don't know it. Uh, yeah. Yeah. Find out what matters to your applicants So we didn't really talk a lot about do more than your competition Just find out who your competition is find out what they're doing for their employees and do more than that Is what I meant by that And then find out what matters to your applicants So a lot of times what we do is we wait until we get somebody hired They've worked for us for a few months maybe three and then we give them their first survey Survey first Survey your applicants when they apply for your job. What why did they apply? What was appealing about the job? What what made them want? Just Survey them find out what they want find out what they care about What other jobs did they apply for and why they apply for those jobs? What other jobs are they going to apply for after your job? And what's the next job that they're looking for those are all great questions that you can ask in a survey Find out what matters to the applicant and figure out. Can you offer some of that stuff? So surveying your applicants y'all it's golden idea. You got to do it All right next thing learn from your competitors So this is hard for people now with this I should have said direct competitors So other cleaning businesses If other cleaning businesses are keeping some of their people some of the time What is it that they're doing? A lot of times what what we do, especially as business owners We want to be the best we want to be different. We don't want to be like them We we actively are trying not to be like this other company But in some ways maybe you need to do some of the things that they are doing Learn from them learn from your direct competitors. What is working also learn what isn't working When they come to you and they say I used to work at blah blah blah Don't don't feel embarrassed to ask them why they don't work at Joe blows maids anymore. Although I guess that was kind of obvious It's a terrible name How about susie queues susie queues maids crappy cleaners Yeah, don't be embarrassed to ask them why they don't work there. Don't be embarrassed to ask them what was wrong Unprecedented times y'all unprecedented questions and activities and at the same time ask them what they liked about it There's a lot to be learned there And that's learn from your competitors, right? What did they do that worked? What did they do that didn't work learn learn from that? Okay, one more thing that I just want to add on here really really quickly If you hear something bad about a company one company Any company you hear this one thing don't change everything about your company y'all don't change it Just because you hear it from one person doesn't mean you need to change that needs means you need to take it in As data and then begin to evaluate this thing test check other people find out I sometimes I see people that make Big changes based on one data point and then they're in a worse place Yeah, people different people have different motivators different different preferences, you know, it's You could be asking every candidate what their favorite flavor ice cream is and you're going to get different answers, right? It doesn't mean that one's better than the other. It's just you know, people are different Well, I'm I don't know Just better than others. I mean just saying okay, we can talk about cheese puffs and everything else I've asked but But tom's right, right? So don't don't make a change based on one data point in your own company to Regardless of anything to do with employees Just a customer complains about one thing don't change that whole thing in your your company, you know Make sure it's something that makes sense In in kind of on the same lines of finding out what matters to your Okay, one of the good questions to ask is what attracted you to our ad? Because we're always trying to figure out, you know, if they say well, it said air b and b in it it's like, okay. Well, maybe that works, but um It might know kind of kind of kind of keep a tally on that because we're always going to tweak our ads and If people are responding to your ads, that's a great offer. It's kind of like When when when you get a new client, right or a lead comes in you want to find out how they heard out heard about? Yeah Yeah And what what is it that they're looking for with your company? I mean almost everybody asks some version of No, what's the number one thing that you can't wait for us to do so that you don't have to do it anymore Everybody asks some version of that because we want to make sure that we're doing that thing that they hate doing Right. What do you know in order for this being an outstanding job? What do we what do we need to do? What what's it going to take? What what what are you going to what's going to make you love this job? So anything along those lines is great All right, the next one is watch business trends not just industry trends Our industry is not great At watching bigger business trends. We tend to just Focus in on what other cleaning businesses do and I'm just going to do that. I'm going to do that I'm going to do what all the other cleaning businesses do. I'm not discounting that I'm not saying don't do what other cleaning businesses do because there are some things you have to do And you must do them well All airplanes must be safe All of them So there are some things that you have to do as a cleaning business But what are the business trends because remember we're trying to stay ahead of the pack What you're going to see for our industry is whatever the other businesses are doing That's an opportunity maybe for us to start to shift in that direction Um next one is watch technology trends. Tom you talk a lot about this And you always have Yeah, I mean technology is Driving change in the world that we live in and within our businesses, but Within our life, right? Yeah And Now this is concept called Moore's law that about every two years the power of technology doubles So not only is it changing but it's changing faster than it used to and this is hard To get our minds around because we think linearly, but it's really more exponential in terms of the growth and To change it we're going to see over the next five years is a lot more than what we saw Over the last five Yeah, absolutely. It's going to happen so much faster So be watching along the same idea here with watching business trends watch technology trends Find some place some Source some uh, I have to cough. Hold on Sorry about that Did you push the red button? I I hit the mute button. No, sorry pants. Tom Tom's giving me grief y'all about my technology issues Um, okay So find a source for this information that is simple enough Or quick enough or has information that's valuable enough for you to be able to check it on a regular basis So that you don't fall behind So you don't have to have the you don't have to Go to the biggest best news source and watch for four hours a day you can if you want but you don't have to Just find some places that can give you some of these trends on a regular basis So that you can stay with the flow All right, the next one read and learn continuously So, you know, I'm always harping on this. I don't think we need to talk a lot more about it. Next one is do exit interviews Okay Rate yourself You're supposed to be reading yourself on all of these but if you do them rarely if you do them somewhat sometimes If you're not doing them usually or all the time fix that If you have a bunch of yeah butts going on your head right now like yeah, but they don't fill it out Yeah, but I don't know how to give it to them. They just don't show up Yeah, but whatever your yeah butts are figure out the answer to that Those exit interviews are so valuable If your exit interviews are not valuable change them Put better information on them. They should be very very valuable. They should tell you why people Were attracted to your job why they what they liked about your job why they left your job And what would maybe make them come back to your job in the future all of those things need to be on there All right, the next thing That you're evaluating is designing your culture for a people first culture Have you rarely thought about doing it this way? Someone you do do this or do you is this your first go-to thought? Yes I need to design my culture around my people being first All right when you say people That's Not you're not talking about just the general population you're talking about the people that are working for your company People in your company. I'm really trying hard y'all to stay away from the word employee Because that's a word that I think is going to be a dirty word before too long. I think I think that's going to be a bad word. I'm looking for new new words people's not it um But employees not it either so One way i'm looking to stay ahead of the pack is to not Use that word go ahead tom. You know, it's interesting because that came up in a in a internal meeting with you know castlekeepers last week and Kyle raised the issue of Isn't doesn't have like a lot of legal meanings and it's like well. Yeah, it does so That that's going to be a very difficult word to expunge from the working vocabulary because There's a ton of rules and regulations and case law Built around the term employee which has a very technical meaning It's pretty easy to get around if you have to What what is an employee? It's this Right and so then it's just tied so I'm just thinking there's always going to be you know department of labor is going to have all these rules and regulations and they're not going to you know Congress has to I mean the word is going to be there for a long time Word's going to be here. Word's going to be here for a long time But things change y'all uh, how many things have you guys seen? canceled from our culture We're here for a very very long time and they're not here anymore, right and there are there are big fights around it Change is happening faster than what it ever has so maybe maybe not maybe um Maybe But this isn't you don't have to focus on just this one thing No, there are a hundred things on this list y'all pick the pick the things that that you can do Don't worry about the things that you can't do Worry about the things that you can and do those do them quicker do them faster and do them better than your competition All right, the next thing is invest in education invest in your education so that you are In front of this you're not behind it do following everybody If you're asking the same questions that everybody else asked three months ago six months ago Too late y'all you need to you need to do better than that All right, the next slide here is break the mold So this is Yes, I want you to do things stay ahead be looking for new opportunities And then once you get there because we're not going to get through all 36 of these I was hoping to get through 36, but if we get through 24, I'm gonna be happy And don't worry. Remember you can get the whole Self-evaluation just by sending me an email. All right, so break the mold These are unprecedented times and they call for unprecedented actions from you You have to do things differently than you've done them in the past You need to be looking for how you can do things differently And the reason why this is hard For a lot of us is first. We don't like change The second is but it was working Why do I have to change things that we're working? And the third thing is We have real belief systems around a lot of these things. We believe this so Do you have to do all of these? No, some of these you are going to read and you're gonna you're going to argue with me that they can't be done. There's no way Etc Don't do those Just pick the ones that you can do All right, so the first one is break the mold expect resistance embrace it typically in our um industry people want little Automatons that just Come to work go out just do your job. Don't say anything. Don't argue. Don't complain. Don't anything Why not? There are a lot of businesses a lot of big companies a lot of companies that Do a lot more than we do that not only expect resistance. They embrace it. They look for embrace for Resistance and that's how they make their big changes So it's an opportunity to change what you're currently doing Oh my goodness. It's hard for me to say Expect resistance and embrace it as a good thing The next thing is look for good people in unlikely places And so remember you guys are supposed to be evaluating yourself here Are you looking for good people in unlikely places? And this is going to I believe it was robin's question about um Great, do you remember where he asked about town robin? Oh, um Yeah, which one of those hiring platform That is not typically used I'll find a zipper hooter. Yeah zipper crooter. Okay so zipper crooter has not been one of the Hiring platforms that yeah that people have gone to and said wow, I've gotten amazing results, but Try try The how how expensive is it? Can you afford to do it in this area? It might be a good place to try. It might be a new place to try You might be able to find better people Your anything that you put on zipper. You might have to modify it just a little bit because You aren't going to be seeing just house cleaner ads How can you do that? How can you look for some good people in different places than you've looked before? Because we're all doing the same thing y'all. We're all going to the same exact places We're all get having the same exact luck. Someone's gonna have to do something different That could be you zipper crooter might be an option for you robin Absolutely give it a shot. Check out the check out the money right and see if you can make make that work If you get three quality applicants from zipper crooter versus 40 applicants from facebook And none of them show up and two of your zipper crooter applicants show up. Wow, that would be a huge win Okay, the next one is involve the team in your hiring process So typically in our industry, that's not something we do there's one person that That interviews and they decide whether or not this is a good person How could you involve your team larger companies very successful companies involve the entire team and their hiring process Or they they involve a portion of the team or they have a hiring um, it's called a hiring panel That helps them to to hire people. What can you do? How can you involve the team in your hiring process? If if you are scoring rarely or somewhat on that, maybe you're already involving your team I think lessley. Didn't you say that you You have people that they go through like three people or something. It might not be you. I'm sorry if I got that wrong Um, but how can you involve your team if you're not if you've got a rarely or somewhat on there? The next one is select by talent not resume So a lot of these are hard. It's like How about how I don't know how how do I select by talent not resume? I just want them to give me their resume or give me their application I just want to hire them according to that An idea That's different is to hire by talent. What'd you got tom? No, I'm just thinking you know if I'm hiring a Trombone player, maybe that you know, that would be More easily done. But how do you when you're doing looking for a cleaning professional? How do how do they audition? How what's the what's the the best way to do this? So some things around this might be You've heard it before how clean is their car? Have a picture have them take a picture of underneath their kitchen sink How many cleaning supplies are under there? How many how are they already cleaning? I know really a reflection of talent though It could be though because if you're really good at something you usually find the right tools to do it Would you agree? Yeah, maybe, you know, I don't know. There's a lot of you know, the car is dirty. I don't know. Maybe they've got kids and pets and Tom's car is really dirty y'all Yes You're also not a big cleaner. I wouldn't hire you. No Probably I'm not I'm not that talented. You're right Not in that field, right? I wouldn't hire you for that job So and I'm not saying that those are the ways. I'm not saying that's right I'm saying look for different things that you can do things that we know we need In a talented housekeeper. We need somebody that has good customer service skills So test for that Right check and see how their customer service skills are. Maybe they've never cleaned a thing Maybe this is an 18 year old that still lives with her mom and her mom is an amazing cleaner and she's never cleaned anything Oh, but she wowed you in that interview. She made you love her maybe Be aware of not the sharpest tool in the shed Yeah, interesting That's interesting. I have to think on that there Robin you unless you want to Talk a little bit more about that Uh, maybe he's talking about the next one too Hire people who are smarter and more talented than you are So look for people. This is not something that we typically do if we see somebody and they oh, it's a joke Makes more sense. I'm like, hmm. I have to think how this is Um, we don't typically hire people that are smarter or more talented than we are So look for those people. That's something that you could maybe do different. Look at look for that Um, the next thing is look for people to nurture and promote. This is not something that we do What we're what we usually do is we look for people that are already amazing And now a lot of these things that you see on here seem to go Against each other Right. They seem to be like You're saying hire somebody that's already amazing Then on the other hand you're saying hire somebody that's not amazing that I can nurture and promote Yes, I'm saying both We need to be able to break the mold Don't do the same old thing that you've been doing whatever it is Do more of whatever was working and what else can you do? What other things can you do and even the things that you were doing before that were working? Break them change them up fix them. How can you make them better than they were? The old the old answers are not the right answers for 2021. Did you have something tom? Just thinking about the nurturing and promoting and figuring out you know Some people are probably more Nurturable than others if that's a word Absolutely. Yeah Any tips on how to identify that? Oh, so let's see if I was looking for people to nurture I would be looking for people that liked that were talking about maybe going back to school They wanted to learn new things. They liked they liked the idea of of learning and and and growing That somebody that or maybe somebody that was talking about they want to have this great job Whatever it is. They're like, yeah, I would really love to be a vet tech someday. Okay, awesome I wonder how we could help you Get to the position of being a vet tech But if they're like, no, I always just wanted to be a cleaner I'm not saying there's anything wrong with that again. You guys I'm saying we're looking for new things that we can do how how can we How can we take advantage of some of the other opportunities that are out there that other companies are already doing? Okay, and remember this is self-evaluation So if you're like, yeah, I usually do look for people to nurture and promote already Great. Don't don't focus in on this one. Look at some of your rare leads Um, and that the next one is make changes willingly We fight change. I like we want to just keep doing what we've always done But I'm saying y'all gotta you gotta make some changes. You know, unprecedented times unprecedented times we have to make changes Did you have something Tom? No, I was just Meeting my mic for a second Oh, it's yeah, the red button on it and when there's noise in the background I press it that blinks and I mute it and Then I press it again and I'm It's just giving me grief y'all. He just likes to give me grief All right, the next one Study your core employees. Do you do you currently study your core employees?  What is it that they love about your company? What is it about them that makes them your core? Those people make your company solid They help your company to grow They help you to do all of the things that you want to do if you let them So study them If you're on the previous slide about your avatar for your your model employees That's kind of where you start with that Absolutely. I I would take my my core employees and I would create an avatar off of them That's what I'm looking for these people right the amalgam of these people this that would be amazing that's That's going to be awesome, but you have to know about your core employees which will talk more about You know matter meaning measure all that kind of stuff on on future slides But study your core employees if you don't already and then position your company as a great company So do you already do that or do you sort of back off that a little bit? Oh, and we're kind of short on time. So I'm just going to talk about this last one. Tom mentioned it earlier We're all going to have to be doing this In in the future in 2021. We're all going to have to be Great companies and Tom talks about it in terms of being a great employer And I'm going to talk about it in terms of just being a great company that I just love I just love this company. I want to work at this company. It's an amazing company Yes, because of what they do for me, but also because of what they do for everybody else and You know, it's just a great place to work So positioning your company as a great company and and how do you do that? How do you position yourself as a great company put put time energy and focus in? I'll tell you one of the ways that you do that is do that swad analysis that we talked about earlier Also, that'll help you become a great company. All right. I'm going to just real quickly go to that last slide again If you want to get the complete self evaluation Plus ideas on things to do obviously Liz at cleaning profit builders.com And if you'd like to arrange for a 50 minute review of your assessment Go to my calendar link link And you know, if you do your self evaluation when it comes back to you It's going to come with this link also if you send it to me So if you send it to me, I'll I'll send you this link and then the lowest true score Is going to win a 12 month culture calendar Oh, I'm I'm going to go ahead and drop the link to your calendar and the Okay, your your calendar and I'm also going to just share real quick before we go that Rx is still doing their $500 all you can eat promotion program through all you can train through the month of April and It'll be good for like for like four months to train all your employees and It is a heck of a deal and I didn't copy the right link. What did I do still you did 15 minutes again? So all right Hey, you're not going to get a better deal than this y'all one of the one of the slides are one Actually more than a few of the points that we talk about in the self evaluation are around training And your training program because it is so critical Nowadays for the people to really feel like this is an excellent job That this is a great company a great place to work Have to have great training You're not going to be able to establish yourself as a great company It doesn't mean that you have to do this program But you're going to have to do a lot in the area of training to to reach that bar and As we get into this cycle where wages are going up If you're going to pay people more you have to make them be worth more more valuable and it's through training that you're able to do that Are we are we done? Tom we're a minute late, but I think we're good. Look it up Well, Wednesday, we're going to be picking up on this theme. We're going to be Talking, you know more about you know how to make the numbers work during these unprecedented times where you're having to make changes to your compensation and your wages and also going to be talking a little bit about uh, some some some techniques to Maximize the value out of what you're doing there from from an engagement standpoint You don't want to just throw money out there. You want to make sure you're getting as much value as you can So we're going to kind of pick up on that. We'll see you Wednesday at five o'clock east or bye. Bye folks


Shamu, The Bridge, and OPE. These are just some of the words you might hear on campus. But what do they mean? Today, we're decoding some of Marquette and Wisconsin's most popular lingo, Shamu. If a message says, meet at Shamu, that isn't called a Visit Sea World. Shamu is the space between Schrader Hall, the sh part, and the Alumni Memorial Union, or AMU, the amu part. Get it? Shamu. The bridge is the study space between Rainer Library and the soon-to-be Lamona Center for Student Success. This is one of our more popular study spots on campus. OPE? Yes, we know we say it a lot. It's a Midwestern thing. OPE is a word we use when we are surprised, or when we accidentally bump into you. You'll hear it a lot here. And that's not even half of it. What Marquette lingo do you use the most?


Hi, welcome to another High College review. In this video, I will be giving you my review of the Ultra Lone Peak 4.5. I can already say that they are my favorite shoes of all time. Hi, Dane here from High College, giving you gear reviews and hike videos from our little country, the Netherlands. If you'd like to see more of our videos, please subscribe to our channel by clicking this link here. It really helps us a lot to grow our channel. Now onto the review of the Ultra Lone Peak 4.5. I bought these shoes about a year ago after watching many videos of true hikers in America wearing these shoes. So I had to try them and see what all the hype was about. I don't use them for running, but for hiking. And after a lot of kilometers on these shoes, it's time for a review. So what are the specs? The shoes come in at 295 grams per shoe. They have a zero drop and the stack height is 25 millimeters. The midsole has a stone guard and the outsole has max track rubber with trail claw. The upper has a durable quick dry air mesh and in the front and in the back they have gator traps. So you can attach your gators to them. So how do these shoes fit? My normal shoe size is 41.5 and I have these shoes in 42, so a little bit bigger.  What do I like about these shoes? The foot-shaped toe box of course. The reason I bought these shoes is because of the foot-shaped toe box. My feet are quite wide and in regular shoes my toes tend to rub against each other which hurts and leaves blisters. And when I tried these on for the first time I was sold immediately. My toes can spread like normal and when I'm walking in these shoes it felt so normal my feet didn't hurt. They didn't even hurt after walking for more than 20 kilometers so that's perfect. I like that they have great stability and grip even on wet surfaces. I never slipped once in these shoes. I like the comfort. They are so comfortable and I can wear these all day if I want it. The 25 millimeter stack height gives great cushioning. So what don't I like about this shoe? This thing here in the back of the heel is the only thing I don't like about these shoes. The reason it's there is to provide more surface grip when running. It flattens out when hitting the ground at an angle. But when used for hiking some sand can launch in the air hitting you in the back which is not comfortable of course. So my overall conclusion. I absolutely love these shoes and I would definitely recommend these shoes to everyone. Especially for people who have wider feet and who like the freedom in their toes when hiking. I can't wait until the Lone Peak 5.0 gets released in a couple of weeks. I have to try them and I'll be giving you a review of that one as well of course. So what do you think about the Lone Peak 4.5? What do you like and what don't you like? What's your favorite trail shoe at this moment? Let us know in the comments and if you have any questions regarding this shoe don't hesitate to ask us. And if you'd like to see more gear views like this please like this. Please subscribe to our channel and as we say goodbye in the Netherlands. Doei! See you next time. Bye!