Video Transcript

00:00
Welcome back to work on it
00:03
Wednesdays. Here with my host
00:05
Dylan and Dylan. Couldn’t
00:06
resist. Got AA. Little shot
00:08
here of the promo graphic of
00:11
work on it. Wednesdays, we’re
00:13
going to be coming at you on a
00:14
daily or weekly basis every
00:16
Wednesday to help you work on
00:17
your business and not in it as
00:18
Michael Gerber says. So, got a
00:20
picture of one of the little
00:21
ones cross-eyed working at
00:22
excavator but man does that not
00:26
resonate a little bit with the
00:27
Employee Chaos that is
00:29
happening right now? in pretty
00:31
much all of North America.
00:33
we’ve got a compounding issue.
00:35
We’ve got employees that don’t
00:37
want to work up. They feel
00:38
entitled or like little Rory
00:40
here. Maybe they’re just not
00:40
doing what they should be doing
00:41
on the job and in addition, the
00:45
government in most areas in
00:46
most states in the states have
00:49
a basically a unemployment
00:51
bonus. That’s encouraging
00:53
workers not to come to work and
00:54
continue to suck off
00:55
unemployment when the job
00:57
market is wide open and there’s
00:58
plenty of jobs in the service
01:01
industry that are playing
01:01
really well. So, I don’t know
01:04
about it Dylan but in the
01:06
states right now, I’m telling
01:06
you, I’ve gone into Walmart and
01:09
there is job signs for $25 to
01:12
stock shelves. Arby’s one of
01:14
the fast food joints is
01:15
offering a six or $700 sign on
01:17
bonus and McDonald’s, Wendy’s
01:20
Burger King, you name them.
01:21
they’ve got signs, They’ve got
01:23
opportunities. Tim Hortons. I
01:24
know a little north of the
01:25
border. I like my Timmy Ho’s
01:26
and my munchkins are my
01:28
doughnut holes there. They’ve
01:31
got some crazy, crazy things
01:32
going on here. South of the
01:34
border of Canada. So, what
01:36
we’re talking about today is
01:37
how do we go out and create
01:40
systems to recruit, train, and
01:42
on board employees and I know
01:43
one of the biggest failures in
01:45
my business isn’t billing was
01:46
when I got employees in hard
01:48
enough to find them. We failed
01:51
miserably at the first
01:52
impression. We would literally
01:53
throw them out in the field in
01:54
the early days. forget about,
01:56
you know, PPE protective
01:58
equipment. We just like, hey,
01:59
here’s your Let’s see what you
02:01
can do and hope they floated
02:03
and they last. You can’t do
02:06
that anymore. We’re competing
02:08
with Walmart. The the all
02:09
different franchises, big box
02:11
stores, fast food chains for
02:13
these employees. So, it’s a
02:16
blessing. It’s a blessing just
02:17
to be able to get them in the
02:18
door and hire them but man,
02:20
what I’m seeing in the service
02:22
industry right now is people
02:23
are failing miserably and
02:25
they’re losing the employees.
02:26
They fought and paid so much to
02:27
get because the first
02:29
impression and the onboarding
02:30
and the systems are not there
02:33
and the worst thing is man, if
02:35
you forget to get your payroll
02:35
documents filled out, or your
02:37
tax documents and you don’t end
02:40
up paying the person on the
02:41
first week when they should be
02:42
getting paid, they’re gone
02:43
because they got another
02:44
hundred opportunities knocking
02:45
on the door. So, Dylan, I
02:46
appreciate you joining me. I
02:48
know you got a ton of knowledge
02:49
on how to actually go out and
02:50
tackle these problems right
02:52
From lead acquisition or maybe
02:54
what kind of like a lead
02:55
acquisition but we’re not
02:56
trying to get that Employee
02:57
application very similar to
02:58
taking a sales funnel and
02:59
dropping it on its side. That’s
03:01
how we’re going to tackle it. I
03:02
have a feeling so if possible,
03:05
can you give me your screen
03:07
here and get this up and we’ll
03:09
kind of dive right into this
03:10
Yeah, Yeah. Let me let me share
03:12
with the screen here and we’ll
03:14
we’ll get going. I like so many
03:16
tidbits to to add to this
03:18
conversation as we go along
03:19
because yeah, I’ve I’ve I’ve
03:21
made definitely my fair share
03:22
of mistakes as we are growing
03:24
super quick. exactly what you
03:28
said, right? People would show
03:28
up on day one and I’m like, oh
03:30
you you are starting this week.
03:33
nice to see you or who the hell
03:35
is that guy? You know, I think
03:37
we’ve we’ve all been there and
03:39
say, well, go with our best,
03:40
most experienced crew leader
03:41
and he’s going to show you the
03:43
way. kind of weird that most
03:44
experienced crew leader
03:46
probably is not the best
03:47
traders. So, we’re going to
03:48
touch on this a little bit
03:49
today with the Employee video
03:51
traini
03:52
Most important topic I think
03:53
we’ve had in months because the
03:55
labor market well, it sucks.
03:57
There’s really no way around
03:59
it. So, for sure and before we
04:01
jump in here, like a lot of
04:02
people are just giving up on
04:03
the concept. They’re thinking
04:05
like we can’t compete against
04:06
these Walmarts or Amazon
04:08
whoever who might have like a
04:09
one to 2 week hand holding
04:10
training period where you know,
04:12
lawn care and and home cleaning
04:14
industry, you just can’t afford
04:15
to do that or or so it seems
04:17
but if you can figure out this
04:19
piece to the puzzle, I mean,
04:20
you’ve you’ve solved your
04:22
business growth problems and
04:23
you’re going to explode past,
04:24
you know, the the next
04:26
competitor that you might have.
04:27
So, I just want to stress the
04:29
importance of not just brushing
04:30
it to the side and saying the
04:31
labor markets crappy. There’s
04:33
nothing we can do It’s just the
04:35
way that it is. There are some
04:37
things that you can do to
04:38
actually move the needle and
04:40
put yourself in a better
04:41
position Yeah, I couldn’t
04:43
couldn’t agree more. So, we’ve
04:46
kind of got this flow chart
04:46
here and II think one of the
04:49
repeating themes here work on
04:52
it Wednesday with the CR Team
04:54
Dylan and I and we’ve got a
04:55
team about fifteen or sixteen
04:57
people now on the team full
04:57
time. So, it’s not just Dylan
04:59
and I but Dylan and I have
05:00
raised our hand because we both
05:01
have scaled seven figure
05:03
businesses. We’ve dealt with
05:04
these issues. We’ve made the
05:05
mistakes that are made that can
05:06
be made and we probably got
05:08
lucky on a couple. We didn’t
05:09
but we really want to go in and
05:11
and talk about recruiting,
05:12
training and onboarding these
05:13
processes and that reoccurring
05:15
theme is organized, automate,
05:17
and dominate. So, how do we
05:19
organize the process from this
05:20
flow? How do we automate it?
05:23
And then how do we go out and
05:24
dominate And one thing I would
05:26
recommend is unlike one of my
05:29
competitors that actually sent
05:30
a car into my employee parking
05:33
lot to go out and try to steal
05:34
and recruit my employees.
05:35
There’s better way to do it. We
05:37
need to go out and try to
05:38
figure out if it’s English or
05:39
Spanish is speaking. We’re
05:41
going to organize this process.
05:42
We’re going to automate and
05:42
we’re going to dominate through
05:44
online and automated domination
05:45
and some some different
05:46
grassroots ideas that we’ll
05:48
talk about but don’t be that
05:49
guy or girl that goes your
05:51
competitor’s parking lot. It’s
05:52
it it doesn’t end well, I’ll
05:55
leave it at that. So, dealing
05:57
with no delay. Let’s jump in.
05:58
We got a lot of stories to
05:59
share. I got to be. Yeah. Well,
06:01
this could be great. Okay. So
06:03
bitter the top of the funnel
06:04
just like you have your lead
06:06
top of the funnel. We we got
06:08
tons of leads coming in Like
06:09
you need to have tons of
06:10
applicants coming in Basically,
06:12
what we recommend is you need
06:13
to have a regimented
06:15
application form, right? This
06:16
isn’t just for the the big
06:18
national franchises. You even
06:19
as a smaller one or two person
06:22
business up to you know,
06:22
hundred Employee business, you
06:24
should have a very very
06:25
standardized thorough
06:27
application and it’s not good
06:30
enough just to have this on a
06:31
contact or employment page on
06:33
your website, right? You need
06:35
to be putting this a link to an
06:37
application form in places like
06:40
indeed Facebook basically,
06:44
anywhere, ZipRecruiter,
06:45
wherever this might be, and
06:48
that’s going to be the top of
06:49
your funnel to allow everybody
06:50
to apply it to your company but
06:53
then the information is coming
06:54
in in a standardized way where
06:56
you’re not just have a name and
06:57
maybe their education like like
07:00
Facebook has, you need to know
07:01
more, right? If you’re going to
07:03
be having, let’s say a thousand
07:05
people apply to your business.
07:07
Well, when you start thinking
07:08
about a lot of numbers like
07:11
that, you need to be able to
07:12
dwindle those numbers down into
07:14
a manageable amount. So, you
07:16
need to know things like, are
07:17
we only hiring people that have
07:19
a driver’s license Because if
07:20
so, that that’s going to be one
07:21
of the first things that we’re
07:22
asking, you know, what
07:23
experience they have, You know,
07:25
maybe we’re only looking for
07:26
people that have a certain
07:27
amount of references, right?
07:29
Things like that need to be
07:30
ingrained so that you really
07:33
dwindled this list. potentially
07:34
a thousand down to maybe 250
07:37
applicants that are actually
07:38
worthwhile looking at least for
07:40
me. Our shop was not near a bus
07:42
route. So, we needed people
07:45
that had a driver’s license
07:46
even if they weren’t a crew
07:47
crew leader because if they
07:48
didn’t have a driver’s license
07:50
and their mom was giving them a
07:51
ride to work when she can’t
07:53
give her a ride to work, they
07:55
weren’t coming to work. Right.
07:56
So, so that’s kind of the top
07:58
of the funnel there but people
08:00
could come in and apply to your
08:02
office. They can walk in and
08:02
say, hey, are you guys hiring
08:03
that happened all the time with
08:04
us? At least. So, we wanted to
08:07
basically have a centralized
08:08
place where we’re holding all
08:10
these applications instead of
08:12
just on deed and Facebook and
08:14
all these places where all that
08:16
applicant info is essentially
08:17
now in like ten different
08:18
databases and you don’t really
08:20
have a database if you have ten
08:21
different databases, right? You
08:23
need a centralized place to be
08:24
able to pull this information
08:26
which will get to a bit later
08:27
on. Does that all make sense?
08:29
Mike makes complete sense and
08:31
one of the things we talk about
08:33
on a lot of the videos is this
08:34
for like customer acquisition.
08:35
There’s two or three different
08:37
types of lists. There’s a list
08:38
that you borrow. There’s a list
08:40
that you pay for and there’s a
08:42
list that you own. So,
08:43
literally, you’re paying for or
08:46
borrowing that list on these
08:47
other platforms. The key is to
08:48
be able to take that lead or
08:49
that applicant and drive them
08:51
in whether it’s through an
08:53
English or Spanish form. So,
08:54
we’re going to recommend just
08:55
like we built out here in this
08:58
diagram here is that that
08:59
landing page, that application
09:01
online on a landing page or in
09:03
the office English, and
09:05
Spanish. A lot of times, people
09:07
like, well, the English
09:09
application doesn’t really work
09:10
in my market. Most of the
09:11
people that apply are Hispanic
09:13
and they speak Spanish. What
09:14
makes sense? So, what what
09:15
we’ve done here is we’re
09:17
lifting the hood of what we’ve
09:18
already prebuilt with content
09:19
and questions already that can
09:20
be customized but if you’re
09:21
building this yourself, then,
09:22
obviously run with with these
09:24
ideas and build it yourself but
09:25
if you’re looking for a
09:26
solution, we’re actually
09:27
showing you exactly what we’ve
09:28
built and how we’ve built this
09:29
fully automated system. So,
09:30
we’ve got English and Spanish
09:32
like you said, you know,
09:32
they’re coming into our
09:34
software. Our CRM and they’re
09:35
tagged up applicants through
09:38
this process. Now, we own that
09:40
list and you’re going to get to
09:41
later how we can go in and work
09:42
that list and nurture them and
09:44
eventually create a virtual
09:45
bench that we can sort through
09:46
but no, you nailed it and so,
09:48
what happens once they’re in
09:49
the software and they’ve
09:50
actually filled out this online
09:52
application that that’s a great
09:54
point. So, we need this to be
09:56
an automated process. Any part
09:58
that is relying on a person to
09:59
kind of keep this process
10:01
moving along. It’s going to be
10:02
a little bit of a bottleneck I
10:03
will say too like you gotta
10:05
keep the top of your funnel
10:06
open. A lot of people have a
10:08
job application. It gets Then
10:11
they close the funnel when
10:12
really you can be attracting
10:14
people even if you don’t
10:15
necessarily have that immediate
10:17
need. I know, you know, we we
10:19
talk about this all the time
10:20
but start to stack your virtual
10:22
bench of just bringing
10:23
everybody in that you can 24/7,
10:26
right? You you might have a
10:28
full staff 1 week and then two
10:29
people leave the next week,
10:30
right? So, this is what’s going
10:32
to keep that lead flow coming
10:33
in just like you would on the
10:34
on the marketing side of it and
10:35
and that’s the key to success,
10:37
Dylan. So a lot of people
10:38
probably seen some of the
10:39
videos that I do with of pets
10:40
of the lawn Care millionaire, A
10:42
lawn care millionaire. was
10:45
right behind us and this is
10:46
something we talked about
10:47
creating and stacking it
10:48
virtual bench. So, we’re going
10:49
to go out and interview at
10:52
least two to three times a week
10:52
for every position in the
10:54
company including the business
10:55
owners themselves. That’s
10:56
actually how I found my
10:57
replacement about a year and a
10:58
half 2 years ago early than I
10:59
actually actually needed it but
11:00
the idea is we’re going to go
11:01
in and and and look for all
11:04
those positions every week,
11:04
several times a week and we’re
11:06
going to stack that virtual
11:07
bench and eventually, we’re
11:08
going to show you how to sort
11:08
through and The most qualified
11:10
applicants based on a rating
11:12
but the idea is when you go in
11:14
to find someone that you need,
11:15
if you start looking when you
11:17
need them, it’s too late and
11:18
just like you said, Dylan, like
11:19
sometimes our team members get
11:20
a little complacent. So, I used
11:22
to love going down to the shop
11:23
when I was down there and
11:24
saying, hey, Paul that ran the
11:27
company. I’m going to be busy
11:27
in the next two 3 hours today.
11:29
I’ve got interviews all lined
11:31
up today and the guys are kind
11:32
of start looking around and
11:33
wait and we’re fully staffed.
11:34
What’s he doing? So, once
11:35
again, it puts you in the power
11:37
play in the position When
11:39
someone doesn’t show up and the
11:40
other crew leader blackmailed
11:42
you for a raise because you
11:43
gotta work by themselves. That
11:44
guy might get to Friday but
11:45
he’s definitely not getting the
11:46
Monday because I’m going to go
11:47
back into my qualified labor
11:49
pool and pull out those
11:51
qualified applicants and start
11:52
working that list. So, we’re
11:54
going to create a list of
11:55
employees before you ever need
11:57
them. So, when that lead is
11:58
there, we got ’em. So, now that
11:59
we’ve got them in that system,
12:01
Dylan and they’ve gotten
12:02
through that qualification
12:03
process. What happens when
12:04
somebody in the office is
12:05
notified that we have a hot new
12:06
applicant? Yeah, qualification
12:09
process can be automatic,
12:11
right? We’re only looking at
12:13
people that hit a certain
12:14
metric and then, once that
12:16
metric has been hit, then,
12:18
there’s kind of two two things
12:19
you can do. Either that task is
12:21
getting assigned to someone
12:22
specific in the office who’s
12:23
there. It’s their
12:24
responsibility to contact that
12:26
lead essentially is what it is
12:29
and and set up an interview if
12:30
you do in person interviews, A
12:32
lot of people are switching to
12:34
kind of like the Calendly
12:36
method where you are having a
12:38
interview. You know, just
12:40
because people don’t show up
12:41
for interviews sometimes,
12:42
right? So, you can kind of
12:43
stack interviews back to back
12:45
to back on a Friday afternoon.
12:47
if it’s all virtual which I
12:49
know people love just having a
12:50
full calendar once a week to
12:53
have those interviews. So,
12:55
that’s going to be your your
12:56
task so that no legitimate
12:59
Employee applicant ever gets
13:01
missed in the in the pipeline
13:02
here and you’re talking to
13:04
every single one of those who
13:06
who could be potentially a good
13:06
hire, right? So, that’s kind of
13:07
the Step right here in the
13:10
online application process and
13:12
Dylan in that process, I’m
13:15
assuming in this automated
13:16
process, we’re probably going
13:17
to send some automated
13:18
reminders to the applicant
13:19
saying, hey, your interview is
13:21
at this date and time in a
13:22
week. this date and time
13:24
tomorrow and it gives us the
13:26
ability if they’re going to opt
13:27
out and not show up. Hopefully,
13:28
they give us a courtesy that
13:29
they’re not going to show up.
13:30
That would happen a lot in my
13:31
company in New York when we
13:32
automated this because people
13:33
just sign up for interviews
13:34
just to get unemployment but a
13:37
lot of them actually had the
13:37
courage to say, hey, I’m not
13:38
going to up. So, what you’re
13:39
doing? you’re buying your time
13:40
back to that automation and in
13:42
that part as well, at least in
13:44
my company, the way we’ve
13:45
automated some of this in
13:46
simple growth is you could have
13:47
qualifications once they get
13:49
through the main
13:50
qualifications. So, if they’re
13:51
not a pre interview ranking of
13:53
an A and B, if you have AB and
13:54
C, the C’s never get the
13:56
interview but the A’s and B’s
13:57
do get the interview with the
13:58
reminder. So, I’m assuming the
13:59
next step now we actually get
14:01
them on this online or in
14:02
person interview and this is
14:05
kind of my favorite part when
14:05
we kind of have those five or 6
14:06
days questions where we’re
14:09
asking the applicant. So, we
14:10
have a non-biased comparison
14:12
so, we can rank them with the
14:13
AB and C ranking and what we do
14:18
inside the software is created.
14:20
the ability for your office to
14:22
go in and say, if I need some
14:23
employees, give me all my a
14:25
applicants say in the last 10
14:27
days and now you’ve got a list
14:30
or a labor pool qualified to go
14:32
and actually go out and hire
14:34
from when it’s time to hire.
14:36
So, the idea here is that We’re
14:38
stacking that virtual bench and
14:40
we’re using your software to
14:41
create a qualified labor pool
14:42
or database that we can sort.
14:44
So, once again, we get
14:45
blackmailed by that guy or girl
14:46
on Friday because they gotta
14:47
work by themselves because
14:48
their team member didn’t show
14:50
we can replace them or if we
14:52
have a spike in sales, we can
14:55
go out and where this really
14:56
came into play. Dylan in my
14:57
business is one of the guys
15:00
locally had his kid had some
15:00
really bad health issues.
15:02
Unfortunately, unfortunately,
15:03
he had to leave town to go get
15:05
medical attention for the rest
15:06
of the year for this child. So,
15:08
instead of leaving his
15:09
customers high and dry, he
15:10
literally gave us all his
15:12
clients on a Thursday or Friday
15:14
and the following Monday, we
15:16
had, we grew by 25%. So, you
15:18
may be looking at how did you
15:20
actually scale that because
15:20
most of his employees didn’t
15:22
come with it. they left but
15:24
we’re able to work that
15:25
qualified database and come
15:28
Monday or Tuesday, we were
15:29
fully staffed with about a 25%
15:32
increase in sales overnight.
15:32
That was unexpected but if if
15:34
we had never had that qualified
15:35
database to him, there’s no way
15:36
we able to do that. Our our
15:39
current clients would have
15:39
suffered and the new clients
15:42
would have fell apart. So, I
15:44
know kind of going a little
15:45
crazy but I’m passionate about
15:46
this because this is like, this
15:47
is what we lived and this is
15:49
this is part of the process but
15:51
along that interview process
15:52
and ranking any of the comments
15:54
or questions around that, how
15:55
how we drive that automated
15:57
process Yeah. So I took, I took
15:59
two notes as you’re talking
16:01
there. two things. So, I know a
16:05
lot of people have great
16:07
communication hopefully with
16:08
their clients but they have
16:09
poor communication with their
16:11
employees and then their their
16:12
applicants So, if you are
16:15
really kind of hurting for for
16:17
employees, right? You need a
16:19
ton of employees there. There’s
16:20
high turnover, right? Start to
16:23
think of how are you even
16:24
talking to these leads that you
16:25
maybe didn’t hire? Are you
16:26
expressing them why you can’t
16:28
hire them? You know, maybe they
16:29
don’t have a license or maybe
16:31
they don’t have lawn care
16:31
experience in your, you know,
16:32
our home cleaning experience,
16:33
whatever industry you’re in but
16:37
if you have the the bandwidth,
16:39
it might be worth that extra
16:40
second to say, hey,
16:41
unfortunately, we’re not hiring
16:42
you which we we we handle in
16:43
our simple growth automation
16:44
and we do like to be upfront
16:46
about that but add in a little
16:49
something else and tell them
16:49
why. Unfortunately, you you you
16:52
can’t hire them today. It
16:53
doesn’t mean you never hire
16:54
them and that’s going make
16:56
those see applicants that
16:56
you’re talking about. Mike
16:58
actually a feasible in the
17:00
future. You might actually be
17:01
able to get them to come and
17:02
work for you if you just
17:03
completely blow them off and
17:04
they’re like, well, this
17:05
company never got back to me
17:06
that’s going to leave a pretty
17:08
sour taste in their mouth and
17:09
they’re probably never going to
17:10
come and work for you very
17:11
soon. The client acquisition
17:12
like we lose an estimate but
17:13
you still want to continue to
17:15
nurture and upsell them. So,
17:15
we’re going to kind of grow
17:16
that bench. maybe they’re going
17:17
back Maybe they’re doing
17:18
something else and then they’re
17:19
ready. So, we definitely want
17:20
to have a communication. Want
17:22
to give a big shout out to Dave
17:23
Vonna as well. Simple Girl’s
17:24
client says, Dave says, sounds
17:26
awesome. What’s the cost And
17:27
does your team set it up, Dave?
17:29
Absolutely. So, we’re we’re
17:30
really trying to do is be in
17:31
the abundance mindset and open
17:32
up the hood of how we do it but
17:35
yeah, this is is a fully built
17:36
out automated Employee
17:38
recruiting training and
17:39
onboarding system that is set
17:41
up by the Simple Grow team. So,
17:42
there’s different levels so
17:44
we’re happy to reach out to
17:45
Dylan here and myself and we
17:46
can get you pricing offline but
17:48
it’s a turnkey system that
17:51
starts with the application and
17:52
drives through this whole
17:53
process and it actually, it’s
17:54
going to include some video
17:55
training. So, we’ll get into
17:56
that but Dylan, I appreciate
17:58
you diving into that nurtured
18:00
part but then, this is where
18:01
the in my opinion, this is
18:03
where it falls apart. We’ve got
18:05
this new hire. Cool. They’re
18:07
going to show up hopefully and
18:08
we’re just, it’s going to be
18:08
magical. They’re just going to
18:09
do the thing but if there’s a
18:12
process in place and then now,
18:14
it doesn’t include the business
18:15
owner or manager. This is huge.
18:18
the welcome Email. Welcome to
18:20
Callahan’s Lawn. Here’s what
18:21
you expect. Here’s some
18:23
indoctrination. Our mission,
18:24
vision values. So, what we
18:27
found when I started to become
18:28
an absentee owner at Callahan’s
18:29
Dillon was that the the guys,
18:32
the girls that were leaving,
18:33
eventually, it started getting
18:35
a little ugly. I’m like, why
18:36
are these guys leaving? So, I
18:39
finally, I asked a couple of an
18:40
exit interview like, hey, was
18:41
it the guy running the
18:42
business? Was it the company?
18:43
Was it the pay? What what’s the
18:44
deal here? Why? why are we
18:45
leaving? They’re like, yeah,
18:47
the company is great. We can
18:48
get behind that. The pay is
18:51
really good, better than most
18:52
places but but that’s all it
18:53
is. It’s a paycheck. We don’t
18:55
mind the guy running the
18:56
business but it’s a paycheck
18:58
and that’s all it is. So, what
18:59
we did is we flew out to
19:00
Arizona. It’s been about $25000
19:03
to figure out how to drive out
19:04
a mission, vision values. So,
19:05
what we figured out is our
19:07
culture or our culture
19:08
indoctrination was lacking. So,
19:11
we built this into the
19:13
automation where you can plug
19:14
in. We’ve given you some
19:15
framework of kind of how to do
19:17
this but we’re going to talk
19:18
about mission vision values and
19:19
your millennial workers and
19:21
Generation Z here they are to
19:23
be more adaptive to culture.
19:25
So, once you hit their basic
19:27
needs and I trust me, I didn’t
19:28
believe this. after you hit
19:28
their basic financial needs,
19:30
they are looking for something
19:32
else. Are you doing community
19:34
service? Are you, what do you
19:35
guys stand for? What do you do?
19:37
And in our company, one of the
19:39
examples that we donated snow
19:40
plowing to a veteran every
19:43
year. So, we talked about it.
19:44
We had videos of it. we showed
19:45
them and this is what we stand
19:47
for and one of our core values
19:48
is we do what we say we’ll do.
19:50
So, as you’re doing some of the
19:51
interview You may want to
19:54
include some of the
19:54
standardized interviewing in
19:55
the automation whether you do
19:56
it yourself or with us is we
19:58
ask us, how do you feel about
20:00
when someone says they’re going
20:01
to call you back and they don’t
20:02
call you back? Applicant says,
20:04
man, I absolutely hate that. I
20:05
hate when people commit to
20:06
something. they don’t do it.
20:08
Bingo. Man light comes on. That
20:09
is an instant alignment to
20:10
those core values. We do what
20:11
we say we’ll do and this this
20:14
person is aligning to that. So
20:15
now, we’re looking for a
20:16
cultural fit but once we build
20:18
the culture indoctrination, the
20:20
mission vision values in the
20:20
automation right off the bat.
20:23
It was done the same exact way.
20:26
So, my mission, vision, values
20:27
and my culture started to look
20:28
like Paul or whoever else was
20:30
actually on boarding people. It
20:31
wasn’t what we had. So, it’s a
20:32
standardized indoctrination but
20:34
what we found is we’re getting
20:35
three to 5 years out of most of
20:37
our employees then with the
20:39
indoctrination, the alignment
20:40
to the culture where we get
20:42
maybe 123 years of passed out
20:43
of most employees and we’ve
20:45
almost doubled our lifetime
20:48
tenure of our employees so that
20:50
you gotta figure the training
20:50
and the learning costs have
20:51
gone down significantly. So,
20:54
You’ve got here from top to
20:55
bottom of that flow chart is
20:56
we’ve got a way to sort out
20:58
with standardized question.
20:59
We’re going to have AB and C
21:00
and then you go back in your
21:01
software and you look AB and C
21:03
with or without a driver’s
21:04
license. they hire them.
21:06
There’s a higher process and
21:07
there’s a no higher process
21:08
like Dillon said, how process
21:10
indoctrinate and it gets them
21:12
in the system. In addition,
21:14
it’s going to go out and do all
21:15
your tax document collection
21:17
and your payroll document
21:18
collection. So, your your
21:19
payroll and tax document
21:21
collections and your
21:22
indoctrination Core mission,
21:24
vision values go out to three
21:26
attempts after the third and
21:27
final attempt, your admin or
21:29
somebody in the office
21:29
depending on the setting of the
21:30
automation is going to is going
21:31
to get a notice saying, hey,
21:32
Jim didn’t fill out his payroll
21:33
documents. Well, at this point,
21:34
if if Jim’s been up to this
21:36
point, there’s he’s probably
21:38
not a good fit. if you can’t
21:40
pick up the paperwork to get
21:41
paid, he’s probably not going
21:43
to follow your standard
21:44
operating procedures. So, what
21:45
we’re doing is once we hire
21:47
them before we train them,
21:49
we’re actually screening them
21:50
out a second time so we don’t
21:51
waste time and now through that
21:55
process. the week before work,
21:56
the day before work and
21:58
throughout that process,
21:59
they’re getting different
22:00
communications, letting you
22:01
know where to show up for work,
22:02
when to show up, what to expect
22:03
in the first day. So, we’re
22:05
creating a first impression
22:07
before they actually get to the
22:07
first day. that’s significantly
22:09
better than anybody else in the
22:10
market and that’s kind of that
22:11
orange column going down there
22:13
in the middle. So, that is the
22:16
onboarding and kind of
22:17
indoctrination process. So,
22:18
before we get to the green part
22:19
where I think the real magic
22:20
happens where we kind of create
22:21
your own little franchise
22:23
franchise fees. Dylan, What
22:24
else? What else am I missing
22:25
there? Because I know I’m
22:27
missing something in there. I
22:29
don’t I don’t know if you
22:30
necessarily miss anything. I
22:31
just kind of want to highlight
22:33
that. It almost goes back to
22:35
the marketing that we were
22:35
talking about earlier. What you
22:37
mentioned about the the
22:38
mission, the vision, and the
22:39
values and all that was it’s
22:41
essentially brand loyalty,
22:43
right? Like just like you brand
22:44
loyalty with your customers and
22:45
that’s why they stay with you.
22:47
Well, you almost have brand
22:48
loyalty if you take it above
22:50
just a paycheck that they’re
22:51
getting, you know, maybe
22:52
slightly above minimum wage for
22:53
if you take it that into an
22:56
actual culture where they they
22:57
want to come and work. You
22:59
know, think of some of those
22:59
bigger companies where people
23:00
are dying to work there.
23:01
Alright, if you can make it a
23:03
mini version of that, you you
23:05
essentially have the brand
23:06
loyalty built-in and and that’s
23:07
going to cause those people to
23:08
stay there for maybe not their
23:10
entire lives but you know, 510
23:12
years potentially. Right And
23:13
that goes a long way. Yeah. So
23:15
I think this is the part that
23:16
really excites me at the front
23:18
end, has in the back end is
23:19
really pretty cool. So, this is
23:20
where if you want to become an
23:21
absentee owner or you just want
23:23
to create standardized
23:23
procedures Systems. It doesn’t
23:26
require you as a business owner
23:27
to manage to be every day. Be
23:28
there every day, every time a
23:29
new hire is is is brought in or
23:30
you don’t want to have to be
23:32
able to go out and physically
23:33
train them yourself. What we’ve
23:34
done is we’ve taken a two
23:35
pronged approach here. So,
23:37
depending on the software, we
23:38
actually have thirty-six videos
23:40
prebuilt for you with training
23:41
and testing for office
23:43
workflow. We literally take it
23:44
from lead lead acquisition
23:47
through billing, scheduling,
23:48
and everything else in between
23:50
with testing. So, what we’ve
23:50
done is basically given. so if
23:52
you’re doing this yourself,
23:53
this is is this is the process
23:55
that we took. So, we’re
23:57
literally going to go in and
23:58
put an office admin either
24:00
existing or new through this
24:02
training. So, we’re going to
24:02
standardize our office
24:04
workflow. So, what should
24:05
happen happens every time
24:06
without the business owner
24:06
having a babysitter manage it
24:08
and every time we bring in a
24:10
new admin, we drive them
24:12
through that same process. So,
24:13
it’s the same exact process
24:15
standardized now, that worked
24:16
out so well in my business.
24:18
Callahan’s Lawn Care what we
24:18
said as well. We’re really
24:20
struggling trying to have the
24:21
same consistency in the field.
24:22
So, what we did is We took the
24:24
time and this is something we
24:25
don’t include in our
24:26
automations. We don’t provide
24:27
the videos for the field but if
24:29
you do have make the videos,
24:30
we’ll provide up to five
24:31
private landing pages and
24:33
create an automated online
24:35
video system for your field
24:36
staff. So, we’ll give you the
24:37
office part and now the field
24:40
part you can give us the videos
24:42
and we we create an online
24:44
basically five to six step
24:46
online video training series
24:48
but what that look like in my
24:49
business is we went in and
24:51
created a video for line
24:53
trimming, stick edging, edging,
24:55
blowing each type of mow hedge
24:58
trimming mulch. Every service
24:59
we did, we created a video that
25:01
standardized the process. So,
25:02
before they even got in the
25:03
field, they’re on the phone, a
25:05
tablet, or computer in the
25:06
office and an online process.
25:08
So, if you’re looking like, how
25:09
do we compete with the Walmart?
25:10
It’s the fast food joints. This
25:12
is it and it’s a totally
25:15
turnkey system. Once you build
25:16
this out yourself or you have
25:17
some help from an expert like
25:18
simple Group. The day I sold my
25:20
business, Dylan similar to
25:22
yours, the day I signed, I
25:23
never went back because I
25:24
literally handed this kind of
25:25
franchise franchise Vs turnkey
25:27
operation over and it operated
25:30
the same way without me because
25:32
it had consistently before
25:34
that. So, it may seem
25:36
overwhelming but what we’ve
25:36
done here is built a process
25:38
where you can plug your own
25:39
videos in with best practice
25:41
and if you depending on the
25:43
software program, we actually
25:44
have the office training
25:44
already done for you included
25:46
in this. So, that’s huge. Yeah.
25:49
So, we’re going to create this
25:50
automated video standardized
25:51
system for office and field
25:52
staff and then next thing is
25:54
employment contracts and I know
25:56
those are the things that we
25:57
always forget about when they
25:58
get too busy but these are like
26:00
the most important things
26:00
outside of the payroll tax
26:02
docs. So, what we do is we go
26:04
in and we automate that
26:05
process. So, once again, what
26:08
should happen happens without
26:08
the business owner manager
26:09
having to be there every time
26:10
we have a new hire and now we
26:12
have that in the system and we
26:14
are covered. So, if you’re
26:15
using an expert like Jason Cup
26:17
and Kincaid building out a
26:19
handbook, he’s going to supply
26:21
that but who’s responsible to
26:23
make sure that’s actually being
26:24
filled out and and and fulfill
26:27
So, I know we’ve got a few more
26:28
minutes here. Dylan, I know you
26:29
sure you have some thoughts on
26:31
that. Sorry, I kind of took
26:32
over but this stuff just it
26:33
gets me excited. I mean, this
26:35
is this was the evolution of
26:36
taking my life back to my
26:38
business because we talked
26:39
about the sales process last
26:40
week, right? So, when you get
26:42
that sales machine going and
26:43
you organize, automate and
26:45
dominate, you have an influx of
26:46
work where you need employees.
26:47
So, we had so much work. We
26:49
almost went out of business.
26:50
well before the labor shortage
26:52
because we had so much work and
26:53
not enough employees and the
26:56
idea here is that we needed to
26:59
create a process because the
27:00
automation for the sales work.
27:01
So, we took the same process
27:02
and and built a sales pipeline
27:04
to recruit, train, and on board
27:05
employees and I don’t know if
27:07
we’ll talk about in a workout
27:08
Wednesday but the next step is
27:09
now you got 2530 employees. How
27:11
do you stop becoming the
27:13
babysitter and manage all the
27:15
reoccurring
27:18
proces
27:19
ses, Dave Man, have a
27:19
good good time at that next
27:20
job. We will hit you up on
27:22
this. Dylan if you want to make
27:23
a note, Dave Voy wants to hit
27:24
up It looks like he’s ready to
27:27
organize, automate, and
27:28
dominate his Employee Systems
27:29
with this. So, Dylan, far as
27:32
closing on the, we’ve got that
27:34
work. now, we need the
27:35
employees. What else am I
27:36
missing here, brother? Because
27:37
I know you’ve got years and
27:38
years of experience.
27:39
seven-figure business using
27:40
these automations and there’s
27:42
something else I missed. No, I
27:44
mean, I think you nailed it
27:45
down really good. I was just
27:47
chuckling earlier in in the
27:47
fact that I didn’t set up the
27:49
video series portion of this
27:51
and I’m it’s just going over in
27:52
my mind now that like how many
27:55
I had a little presentation
27:56
slideshow and I bring the guys
27:57
into the office. I’d go over
27:58
the exact same thing over and
28:00
over and over that if you just
28:02
take the time to set up the
28:03
system, Yes, these people still
28:04
need some training but that
28:07
monotonous exact same speech
28:08
that you’re doing every for an
28:10
hour, every time you hire a new
28:11
employee that gets a little
28:13
draining. If if you know you
28:14
have someone and they they
28:15
leave 2 days later and you
28:16
gotta do that same little
28:17
presentation over and the cool
28:19
thing is Carlos on our team ask
28:21
for the video links to the
28:23
training pages in the
28:25
automation because we paid our
28:27
guys on peace, right? So,
28:28
Carlos would get paid straight
28:30
time if he went over budget but
28:32
if he beat his budget a time,
28:34
you know, if he was budgeted
28:34
for 10 hours and did it and
28:35
he’d still get paid for ten but
28:37
what he realized and this is
28:38
what I realized we had
28:39
something. It wasn’t
28:41
necessarily, yes, it was buying
28:43
time back. It really resonated.
28:45
It was good but when Carlos
28:47
said, hey, can I get a link to
28:48
those videos because if I beat
28:51
my budget of time even during
28:53
the training process with the
28:54
new guy, I get paid the budget.
28:55
It And so there’s a trainee.
28:57
So, Carlos made the guys every
28:59
morning for the first week,
29:00
watched the videos driving the
29:02
first job and what he did is he
29:04
cut it down by about
29:05
Twenty-five to 30% of the
29:06
learning curve was gone because
29:08
I went through it once and he
29:09
forced him through repetition
29:11
to watch it again and that was
29:13
when I was like, aha we got
29:15
something here. This this is
29:16
the Golden nugget because now
29:18
that we’ve got them in, we’ve
29:20
got things going in like hey,
29:22
pick up your personal
29:23
protective equipment at the
29:24
office on the way in. This is
29:26
what’s back to make sure you’re
29:27
wearing steel toe boots. So,
29:28
we’re like all the things that
29:29
we traditionally forgot. Hey,
29:31
your high visibility vest. Grab
29:32
that from the office. It was in
29:34
the package but everything was
29:36
standardized there and it just
29:38
made it a systematic system.
29:39
So, no matter who is on
29:40
boarding that day or not even
29:42
on boarding, maybe it’s office
29:43
manager that was there. It was
29:45
the same exact thing but now
29:47
you’ve got crew leaders of like
29:48
five to 10 years, probably 10
29:50
years at least Carlos was with
29:51
me before we started this. He’s
29:53
asking for videos that he’s got
29:55
the guy on the company iphone
29:56
and the truck watching so he’s
29:57
going to be more efficient so
29:58
they can make more money to
29:59
that be to me makes sense. Like
30:02
if your employees are buying
30:03
into it and they’re asking for
30:04
these videos, that’s that’s
30:05
what you need to do. You gotta
30:06
think as the as the millennials
30:08
continue to to take over,
30:10
they’re used to watching videos
30:11
on their phone or tablets and
30:12
things like that. So, you’ve
30:13
got the ability to really
30:15
double and triple down on the
30:18
effect in the way they actually
30:20
like to take things in because
30:21
let’s face it, some of the
30:22
models are a little less
30:26
engaging publicly like they
30:27
think they’re a little bit shy
30:28
but man, if you get in front of
30:30
phone or TV or a tablet.
30:32
they’re going to gobble up
30:33
because that’s the way they
30:34
absorb information. So, why not
30:36
teach them the way they’re used
30:37
to absorbing it and then we get
30:39
hands-on. We cut that learning
30:40
curve down by Twenty-five to
30:42
30% Mike. what what what would
30:43
you say to someone that’s like,
30:45
I can barely even get employees
30:47
to to show up to my business if
30:49
I put all these hoops like are
30:51
they are these employees going
30:52
to is this going to limit my
30:54
chances or or what’s the end
30:56
result going to be? Yeah but I
30:57
mean right now like let’s face
30:58
it. The market’s like but do
31:01
you want somebody that’s going
31:03
to represent your brand? on
31:05
there Just to be a pulse and
31:07
get to 40 hours a week and
31:08
damage stuff and just destroy
31:09
everything you built over the
31:11
last ten to 15 years? No, but
31:13
the problem is if you’re not
31:15
consistently recruiting every
31:16
day, all day, it’s a job, it’s
31:19
a function. I don’t care if you
31:21
automate it or not. you need,
31:22
you need to do it and if all
31:24
your leads or potential
31:26
applicants are hanging out on
31:27
Facebook Deeds Craigslist,
31:28
ZipRecruiter, you don’t that
31:30
list but you paid for it. You
31:31
gotta get them in your system
31:32
and nurture them and when
31:34
they’re ready, they’re ready to
31:35
go. So, maybe you don’t hire
31:36
them. They go somewhere else or
31:38
by the time you get to them,
31:40
they’ve already accepted the
31:40
first offer. Cool. Let’s reach
31:42
out to them. Let’s make an
31:44
acquaintance and when employer
31:46
doesn’t have everything
31:47
happening after the hiring
31:49
process so they’re not making
31:50
the first impression. they’re
31:51
not following through on what
31:52
they should do or not making a
31:54
paycheck on time. You’re there
31:56
and you’re sweeping through and
31:58
and grabbing them potentially
31:59
the next time. So it’s not just
32:01
for the short term, Dylan,
32:02
we’re qualifying for the
32:03
duration this year, maybe next
32:06
year. So, the guy who ran my
32:07
business actually was in my
32:08
Employee funnel for over 2
32:10
years. you know, and depending
32:12
on how bad you need guys and
32:14
how much available potential
32:16
money you have for this like if
32:18
that great applicant does call
32:19
you back and say, yeah, I went
32:20
with someone else, you know,
32:21
superstore, I’ll keep you in
32:22
mind in the future. maybe take
32:24
it one step further, send them
32:26
a company hat or something like
32:27
that, right? Go above and
32:28
beyond and geez, if if he’s not
32:30
having great time or or she’s
32:31
not having a great time with
32:32
their job, they’re going to be
32:33
thinking, your company want a
32:35
standard You want to stand out,
32:38
You want to differentiate it
32:39
and I think the biggest thing
32:41
that that I can at least say it
32:42
is the culture and it’s the
32:44
alignment and and that’s going
32:46
to be the driving factor. So,
32:49
it cost so much money to get
32:52
these applicants in but man, if
32:54
you screw it up as soon as they
32:56
get in there and you don’t have
32:56
a process around it, you’re
32:58
back at square one and let’s
32:59
face it. they talk and Gen Z
33:01
right now is five to six more
33:03
times likely to do double the
33:05
research than a millennial
33:08
right now and they’re going to
33:10
go on like glass door or
33:12
Facebook or all the different
33:13
places and they are going to
33:15
share their story. So, if you
33:18
are not nailing it with the
33:19
first person to, you may be
33:21
eliminating an extra ten or 15%
33:23
or 20% people down the road
33:24
that you don’t even know
33:25
because they’ve destroyed you
33:27
online and you don’t even know
33:28
it because you’re on boarding
33:29
process wasn’t there and there
33:31
was no consistency. So it’s not
33:32
only enough to drive everybody
33:34
in but once they’re in you hold
33:36
true to what you’re at in and
33:38
do good by them because more
33:40
and more with social media and
33:41
these different review sites,
33:44
if you aren’t holding true to
33:46
that, you could be seeing
33:48
compounding facts down the line
33:49
that you don’t even know about
33:51
and that was like the biggest
33:52
thing that saved us is when
33:53
that competitor way bigger than
33:55
us came into our parking lot
33:57
and I ended up having a good
34:00
conversation with the owner of
34:00
the business and probably 910 1
34:02
million dollars company at that
34:03
point but talking in and say,
34:04
hey, like I If my guys are in
34:08
your parking lot, he eventually
34:08
pulled back but somebody below
34:10
him was actually doing that but
34:12
I tell you what, this guy was
34:13
offering the moon man in 95% of
34:16
my guys stayed because of the
34:18
culture and what we had done
34:20
for consistency. If we hadn’t
34:21
done that, I guarantee we would
34:23
have a mass exit in probably
34:24
60% of our our our guys So it’s
34:28
it’s just not the recruiting
34:29
part but it’s the consistency,
34:31
the process, and systems that
34:32
is going to keep you solid and
34:34
stable for the years to come as
34:36
well. So, that’s two and if I
34:38
could kind of finalize this
34:40
with one question like if you
34:41
are having any employee issues,
34:42
what percentage of you or
34:44
someone on your team’s day is
34:46
being spent recruiting, you
34:48
know, onboarding, hiring,
34:50
making sure that they’re having
34:51
a good first 3060 90 days just
34:53
like we do with our our
34:55
customers, Right? And and if
34:56
the answer to that is like, oh,
34:58
we’re spending maybe an hour or
34:59
two a week. Well, you’ve
35:01
essentially figured out your
35:02
your Employee issue right then
35:03
and there. you’re you’re not
35:05
treating that side of the
35:05
business like a face right?
35:07
It’s an afterthought, right?
35:09
And and if you don’t have the
35:11
time, whether you work with
35:12
simple growth, you do
35:13
something, you gotta automate
35:14
it because you gotta do it
35:15
nowadays, you can’t compete
35:16
with the big brands unless you
35:18
do it but the cool thing is
35:20
automations. once you’ve
35:22
organized it and then you
35:23
automate it automations is it
35:25
levels the playing field. You
35:27
can go head to head with a
35:27
Walmart or fast food chain
35:29
because it’s automated. It’s
35:31
personal and it happens when it
35:33
should happen and it doesn’t
35:34
revolve around you doing it.
35:35
24/7. So, this is this is a
35:37
leveling the playing field.
35:39
I’ve been saying this for eight
35:39
or 9 years. We’ve been automate
35:40
my business this weekend with
35:42
the with the big boys and girls
35:44
of of of industry by creating
35:47
an organized system, automating
35:48
it, and then we can actually go
35:50
out and dominate and and beat
35:51
them because there’s no red
35:53
tape. there’s no bureaucracy
35:54
and we can really define and
35:56
hold true to those core values
35:58
and the things that we promised
35:59
in the on boarding system. So,
36:01
Dylan, I don’t know about you
36:02
but I think this is this is the
36:04
hot topic right right now. If
36:05
you’re watching this live and
36:06
you’re like, this sounds great.
36:07
I don’t have time to do it. Hit
36:08
us up at Simple Growth
36:10
Systems.com. Give Dylan a
36:12
shout. I know who you He
36:13
usually has a cellphone
36:15
available for a quick text or
36:16
call but let us know. This is
36:18
something we’re passionate
36:19
about. If not, anything else,
36:20
take this diagram. use it, and
36:23
organize your own system and
36:25
then automate it and start to
36:27
pull back and be back in
36:28
control of the labor game. This
36:31
is probably the most liberating
36:32
thing I did in my business and
36:34
then, hopefully, it can be the
36:35
most liberating thing in your
36:35
business but if you’re
36:36
interested, hit us up at simple
36:38
System.com.
36:43
585-653-7022 or and just ask,
36:44
ask for Dylan and Dylan can
36:46
take a walk through and looks
36:47
like Dave Vonna is ready to
36:49
take control of his
36:54
Employee situation. So, we’ll
36:56
be talking to Dave soon. Can’t
36:58
wait. Hopefully, next couple of
36:59
conferences here. We’ll see
37:00
Dave again and catch up after
37:02
the COVID craziness. So Dylan
37:03
can’t thank you enough,
37:04
brother. We’ll see you again on
37:06
next Wednesday’s work on it
37:08
Wednesday. Any closing thoughts
37:11
No, no, that’s that all sounds
37:13
great. Have a blast. Alright,
37:14
brother. I’ll see you next
37:15
Wednesday. We’ll see you live
37:16
on Facebook and hit us up at
37:18
Simple Systems.com or give us a
37:21
call and Dylan can show you if
37:22
you’re interested and need some
37:23
help, how to build this
37:23
automated system in your
37:25
business Totally turnkey with
37:28
Prebuilt Spanish and English
37:30
application and all the
37:31
documents and things you need
37:33
outside of the employment
37:34
contract and handbook but we’ve
37:35
got great for people we refer
37:37
you to. If you haven’t had
37:38
those built out as well. See
37:39
you again next Wednesday
37:40
workout on Wednesday with the
37:41
team, Mike