0:00
back Mike Callahan here um been getting
0:02
a lot of questions uh coming in through
0:04
simple growth about hiring here if
0:06
you’re coming the up the upcoming new
0:08
season and I couldn’t think of anybody
0:10
better to bring in but Dan Ralph’s from
0:12
the simple growth coaching team uh where
0:14
Dan helps coach businesses from Seven
0:16
figures to eight figures going from that
0:18
million to three million to 5 million to
0:20
10 million and Beyond
0:22
um
0:22
area so again if you want before we
0:24
really open up into this question that
0:26
Chris submitted
0:27
um you want to get a little background
0:28
on yourself of people haven’t met you
0:30
through the simple real scale group or
0:31
the simple growth masterminds group
0:33
where we take those seven to eight
0:34
figure businesses on the on the journey
0:37
um to where they’re going this is
0:38
awesome like one of the things that I
0:39
love doing is coaching companies like
0:41
you said who are at that seven figures
0:43
trying to grow to ten uh or 10 figures
0:46
sure 10 figures uh for there are a
0:49
million trying to go to 10 million and
0:50
Beyond we’ve been I’ve been coaching
0:51
those companies for literally
0:53
it’s been 10 plus years where I’ve been
0:56
working with that kind of company and
0:58
I’ve had the chance to be inside and
1:00
chat with hundreds of different million
1:03
dollar CEOs and their businesses and
1:05
being really in depth to them my
1:07
favorite thing that happens when I work
1:08
with companies is when they get uh some
1:11
kind of Award right when they become a
1:13
top a great place to work when they’re
1:15
in the top 10 great places to work in
1:17
the state of Idaho for example with one
1:18
of the companies that I’ve been working
1:19
with
1:21
um that to me is the funnest part is
1:23
when we’re building a company that is
1:24
just absolutely an incredible place for
1:27
the staff to be and the truth is Mike
1:30
don’t you think it’s true that most
1:31
people want to be the kind of company
1:33
where their staff love being there I’ve
1:36
met very few CEOs are like I don’t care
1:38
like pull out the whips and like make
1:41
people feel miserable coming to work I
1:43
think most people want their staff to be
1:44
super happy and so it can be super
1:46
frustrating when we have questions like
1:49
the One You’re Gonna present yeah and it
1:51
would just uh just coming back from
1:52
Phoenix this week we we saw a couple
1:54
gentlemen that were basically either
1:56
CEOs or the head of people and in the
1:59
their stories were so enlightening
2:01
because it really wasn’t about a
2:04
paycheck but it was about some of the
2:05
things we’re gonna be diving into today
2:07
um so whether you’re a million dollar
2:08
company and looking to scale to three to
2:10
five or ten million Beyond or your itty
2:12
bitty or you’re 250 to 250 000 the
2:15
things we’re gonna be talking about here
2:16
Dan is really applicable to any size
2:18
business because the whole way we go out
2:21
and hire and bring people on and on
2:23
board and retain them
2:25
um it’s a new way that we have to
2:27
approach it well it’s not necessarily a
2:29
new way it’s a proven way but it’s new
2:31
for the service industry for most folks
2:32
in November the first time that we met
2:34
uh it was mind-blowing to me that wait
2:37
um it’s not just about the paycheck and
2:38
what you can do for me as an employer
2:40
but all the other things you’re going to
2:42
bring in so Dan if it’s cool with you
2:43
I’m gonna actually pop my screen up and
2:45
show the question and we’re gonna break
2:46
this down how to actually go out and
2:48
hire in this new way of hiring
2:50
let’s do it all right so here is a
2:52
question it’s gonna be a little hard to
2:53
read on the screen so I’m actually going
2:54
to read it
2:55
um I am new to the service industry and
2:57
getting hit with my first two terrible
2:58
hires one quit after one week and uh one
3:02
has terrible attendance what are your
3:04
suggestions to attract and retain
3:06
quality employees uh we are in the
3:09
residential service industry
3:12
um and some of the questions here
3:14
um very similar to what we see in the
3:15
group stand um you’re going to be going
3:17
through this motion forever
3:18
um I suggested hey there is a better way
3:20
and I’m going to bring in one of my top
3:21
coaches Dan Ralphs to actually talk
3:23
about the solutions
3:25
um
3:26
and Jeff mentioned that hey uh we’ve got
3:29
about 35 employees I have our key 10
3:31
plus or minus employees who’ve been with
3:33
me over 10 years however
3:35
um
3:37
uh he is running with one or two
3:39
employees who always be facing this it’s
3:40
inevitable part of the gig
3:43
um and Jeff in the early days I would
3:44
have definitely agreed with you
3:46
um but unfortunately you know most
3:49
people have not been introduced to Dan
3:50
or these systems that we used at
3:52
Callahan’s lawn care now it’s simple
3:53
growth um or the 65 to 70 people on a
3:56
simple growth Master Management Group
3:57
that are starting to get acclimated
3:59
um and Amanda says hey Mike did you ever
4:00
do a video on this subject becoming very
4:03
dire any suggestions of welcome we offer
4:06
top dollar is there and there is a clear
4:08
shortage of people in my area we have
4:11
many friends across the industry and
4:12
everyone is struggling it’s depressing
4:14
while the ad is no longer about the
4:17
client but what to put about the
4:19
potential higher only uh we have we all
4:22
have plenty of work
4:24
what we don’t have is the people to help
4:27
us do the work so Dan let’s break this
4:28
down and see what we get into here
4:31
yeah first of all it is getting
4:32
increasingly competitive it’s getting
4:34
increasingly difficult to be able to
4:37
find people who are willing just to come
4:39
in and do good work especially the kind
4:42
of work right that in the service
4:44
industry we’re offering and so it
4:46
becomes importantly more strategic for
4:49
us as As Leaders to make sure that we’re
4:51
absolutely nailing
4:53
um creating an environment that is that
4:55
will attract and retain great talent and
4:58
so uh maybe there are lots of ways to
5:00
think about this let me give you one way
5:02
to kind of begin to think about this
5:04
so back in your human psychology day
5:06
psychology classes there was a guy by
5:09
the name of Maslow we remember Maslow
5:11
that he talked about five fundamental
5:13
needs that we all have as human beings
5:14
and
5:15
um even though there’s some discrepancy
5:18
about Maslow for the most part people
5:20
still agree these five things are people
5:22
things that everyone needs and as
5:24
employers we have to get better and
5:26
better as time progresses about meeting
5:28
all of the needs of our human beings and
5:30
when we have a place that both meets the
5:33
needs of human beings just just not not
5:35
just an employee but a human being when
5:37
we have a place that meets the needs of
5:39
the human being
5:40
uh not only will we retain the talent
5:42
why would I go anywhere if all my needs
5:44
are being met and two we will begin to
5:47
attract great talent because we’ll have
5:49
something truly unique and truly
5:51
worthwhile to be able to help them so
5:52
let’s review Maslow’s hierarchy of needs
5:54
the number one is I have to take care of
5:56
my physiological self
5:58
so most of us many of us I shouldn’t say
6:01
most many of us are basically operating
6:04
when we think of employees at the
6:06
physiological level meaning I’m going to
6:08
give you money to eat and house yourself
6:11
and that’s all we’re gonna do if you’re
6:14
only at this kind of first tier of
6:17
caring for your employees where it’s
6:19
just transactional then I’m not going to
6:21
build any loyalty in other words if all
6:24
I care about is how much I’m getting
6:26
paid
6:27
then as soon as I get paid one dollar
6:30
more one penny more I’m gonna transition
6:33
to some other position I’m Gonna Leave
6:34
the company and go find somebody
6:36
someplace else to do it it’s also true
6:38
if my only
6:41
um if it’s just a transactional
6:42
relationship where I can get this pay if
6:45
I get if I do this little bit of work I
6:48
I mean we’re programmed from very early
6:50
days in elementary school in high school
6:52
and Junior High all the way through our
6:54
educational experience to do as little
6:56
as possible for the a
6:58
right like were you that way Mike it was
7:01
like absolutely I was like let’s do as
7:03
little as possible to get the a and so
7:05
in a similar way if all I if this is
7:09
just a transactional relationship where
7:11
I get this if you give me this
7:13
uh
7:15
or yeah if I give you this you’ll get
7:17
this right if it’s transactional then at
7:19
the end of the day I am going to do as
7:21
little as possible to get my maximum
7:24
paycheck
7:25
and that’s kind of pre-programmed in us
7:27
and if we’re operating this first tier
7:29
which is simply a physiological
7:31
transactional tier that’s generally
7:34
where we’re going to hang out so tier
7:35
one but by the way we have to do that
7:37
right if we’re not competitive in our
7:39
pay if our paychecks aren’t showing up
7:41
on time if there are moments where
7:42
people are like distrusting whether or
7:44
not they’re actually going to get paid
7:45
what they deserve then we’re in big
7:47
trouble we’re not even meeting their
7:49
fundamental human need of physiological
7:51
need but that’s hopefully where those
7:53
are table Stakes hopefully we’re all
7:54
getting that right the second level is
7:56
Trust
7:58
do I trust the people that I’m working
8:00
beside do I trust the person that I’m
8:03
leading
8:04
um do we have a kind of culture where
8:06
there’s gossip and backbiting do I have
8:08
a kind of culture where where there’s a
8:10
lot of like I’m not going to chip in and
8:12
help you and because you’re not going to
8:13
chip in and help me so I need to be in a
8:16
position where I have General trust that
8:18
I’m going to be safe and secure
8:21
so the second masterless higher
8:22
Community is safety I’m I want a place
8:25
where I can feel safe when I come to
8:26
work and so this is where sometimes the
8:30
first thing we have to do to create the
8:32
kind of culture that will attract
8:34
employees ironically is getting rid of
8:37
some of the bad ones
8:40
because a lot of times the reason people
8:43
will leave companies is not because of
8:44
the leader and not because of the
8:47
company or the culture or the pay it’s
8:49
because the person I’m working side by
8:51
side is a vindictive
8:54
Etc fill in the blank and I’m not
8:56
interested I’m not interested in working
8:58
with them every day and so I’m out of
9:00
here and so we have to evaluate we have
9:03
to look throughout our company and find
9:04
out are there people within our
9:06
organization
9:07
that are violating fundamental trust
9:10
rules are they’re making people feel
9:12
unsafe
9:13
and and unsafe can show up in a lot of
9:16
different ways it could just be they’re
9:17
always super cranky and everywhere we go
9:21
they’re just jerks because at the end of
9:23
the day do you know the number one
9:25
reason people will stay at a job is
9:26
because they have a friend in that job
9:28
and you know the number one pre reason
9:30
people will leave a job is because there
9:32
are people around them that are toxic
9:34
and so you got to get rid of the toxic
9:36
people and have a safe environment where
9:38
people come into work they know that
9:40
there aren’t any things jumping out from
9:42
around corners they’re the employees
9:44
working around them they’re leading work
9:46
around them is going to treat them
9:47
fairly
9:48
and that’s level two if I can get to
9:51
level two I’m already ahead of the game
9:53
a little bit but again I don’t know that
9:55
I I mean that’s kind of what I hope a
9:57
job will be and so I’m more likely to
9:59
stick around a little bit longer when it
10:01
comes to retention but I’m still have
10:03
three levels of human need that might
10:05
not be being met
10:08
now if you can get to level three do you
10:10
know what level three is Mike by chance
10:11
on Maslow’s not off top of my head but
10:14
I’m resonating transactional because hey
10:16
we got to get that right and B uh a lot
10:18
of times people will leave a great
10:19
company because the manager is just
10:21
toxic
10:22
um so I mean this this hits the quick
10:25
base in my lawn care company in the
10:26
early days this this could happen
10:29
not CEOs they don’t quit companies they
10:31
quit bosses and so if you have a boss
10:33
where you see a high level turnover you
10:35
should be like ooh that is a great sign
10:37
that maybe this boss isn’t doing the job
10:39
right it’s not a 100 corollary but it’s
10:42
it’s a good sign
10:43
and then level three is community so I
10:47
as a human being we have a fundamental
10:49
human being to be a part of something
10:50
bigger than ourselves
10:53
to be a part of something bigger than
10:54
ourselves and most of the time
10:58
uh if I’m showing up to clean buildings
11:01
or I’m showing up to molons or I’m
11:03
showing up to do some basic task
11:05
I don’t feel part of something
11:08
I feel like kind of like disappointed
11:10
and like it’s like like I don’t feel
11:12
like oh man look what I get to be a part
11:14
of there’s a great example out of
11:16
Seattle if you’ve ever been to Pike’s
11:18
Fish Market
11:20
um Pike’s Fish Market did an incredible
11:22
job of transforming a job
11:24
from a drudgerous job to an amazing one
11:28
so they have a fish market there and the
11:30
job of the fish market people are to
11:33
wander down to the wharf pick up the
11:35
smelly gross fish
11:38
4 a.m in the morning bring the Grody I
11:41
don’t like fish reading the Grody
11:42
smelling fish back to their fish market
11:44
and place it in cases and then sell it
11:47
throughout the day that’s the job it’s
11:49
not glamorous it’s not glorious and for
11:52
years and years it was just a job
11:55
but then they decided I don’t know who
11:57
decided whether it was the leader or
11:59
someone within the organization said one
12:01
morning they woke up and they said you
12:02
know what we’re gonna have fun
12:04
we’re gonna have fun dang it and they
12:06
started throwing fish around and they
12:08
started like laughing and joking with
12:10
each other and the next thing you knew
12:13
Pike’s Fish Market is now world renowned
12:17
world-renowned people come from all over
12:19
the world just to watch them work
12:22
in a stinky smelly job because they
12:26
created something that was bigger than
12:27
themselves so if I’m sitting at home and
12:29
I’m like well how do I go about creating
12:31
something bigger than myself in my
12:33
little lawn care company or my cleaning
12:35
company you start with two fundamental
12:37
elements three fundamental elements
12:39
really the first one is purpose
12:42
you need to add a reason why you do what
12:46
you do
12:47
to to the day-to-day grind of the job
12:51
and so one lawn care company that I’ve
12:53
I’ve consulted said you know Ry is to
12:56
save Lawns and Elevate people and so
12:59
every morning when we wake up we’re out
13:02
there saving Lawns and there’s a little
13:04
bit more reason why we do what we do
13:07
and I can tell you that that Lawn Care
13:10
owner reported recently to me
13:14
uh he said our people are
13:17
two times more productive since we’re
13:19
like I don’t know if it’s two times but
13:20
they’re like we had we lost forty
13:22
thousand dollars last January we made
13:24
five thousand dollars this January and
13:26
it’s off season and it was harder and
13:28
was because our guys were just fully
13:29
engaged they’re waking up in the morning
13:31
super excited and I know that sounds
13:33
simple but as that begins to seep into
13:35
the way we act and operate way we talk
13:38
to new potential hires
13:41
Etc we get in a position where all of a
13:43
sudden this matters the work we do
13:45
really really matters we’re and and
13:47
that’s why we do what we do when we wake
13:49
up every morning
13:50
um there’s the old story of like the
13:52
NASA engineer uh the NASA janitor who
13:55
when asked what do you do all day he
13:57
says as he’s mopping the floors it’s
13:59
like what are you doing he’s like I’m
14:00
putting a man on the moon and when we
14:02
can connect the day-to-day work that
14:03
we’re doing with a much bigger cause or
14:06
purpose it satisfies a fundamental
14:08
humidity and Mike I know you’ve done
14:10
this work and so in simple growth what’s
14:12
the purpose why do we do why do we do
14:14
what we do it’s simple growth we help uh
14:16
business owners take their life back
14:17
from their help we help business owners
14:20
take their life back from their business
14:22
yeah so so Mike can say to people in
14:25
grindy jobs in his business hey there
14:28
are people out there who need us who’s
14:31
struggling to hang hang on to their
14:33
lives who have trouble taking their kids
14:34
to drop them off at the bus stop because
14:36
their business is too overwhelming like
14:38
it matters the work that we get to do
14:40
and so
14:42
and so the first thing you can do is do
14:43
is purpose the second one you can do is
14:45
values so values is a list of behaviors
14:48
or attributes uh that we believe and
14:51
we’re gonna have everyone live by so
14:54
again the second that some fundamental
14:56
need is community and so if I feel like
14:58
I’m like other people around me I said
15:01
before the number one reason people
15:02
leave is because there’s toxic things
15:04
and the number one reason people stay is
15:06
because I feel friendship I feel kinship
15:08
with the people around me and so if you
15:11
as a as a leadership team or you as a
15:12
leader can Define this is who we are
15:15
around here
15:16
and this and so if if you’re if you’re
15:19
this way you’re gonna fit in around here
15:21
if you’re not this way you’re not going
15:22
to fit in around here and so then I can
15:25
be very intentional my hiring process I
15:27
can be very intentional in my firing
15:29
process to make sure that we have people
15:31
that fit in with us so for example my
15:34
family we have a set of core values and
15:36
there are things like we work hard we’re
15:39
responsible we dream big so we have this
15:41
list of core values that kind of
15:43
describe who we are as a family
15:46
and when cultures get this really right
15:48
like people will come like what was one
15:51
of my favorite Corvette oh is the core
15:52
values from a lawn care company the
15:53
other day that I was talking to and they
15:55
said one of our core values is we
15:56
embrace the suck
15:58
and I was like oh I love that like we
16:00
embrace the suck and they’re really
16:01
clear if you’re not willing to embrace
16:03
the suck you’re not going to fit in
16:05
around here but if you do Embrace suck
16:07
then man this is the place for you right
16:09
and so we want to Define these core
16:11
values that are going to talk about the
16:13
type of people that that fit in and so
16:16
if you brought someone into a culture
16:18
that embraced the suck who didn’t
16:20
they’re going to be spit out they’re
16:22
just not going to fit in at all and so
16:24
to Define that we can say this is who we
16:26
are this is what our tribe is this is
16:28
what our community is and again that’s
16:30
fun one of the fundamental human needs
16:32
we have is that community and then the
16:34
last piece is this idea of
16:37
um
16:39
uh oh is a mission or a cause that we’re
16:41
about so uh same lawn care company that
16:44
breaks the suck they said we’re going to
16:45
be the best in the valley we’re going to
16:47
be the best lawn care company out of
16:49
anyone else in our in our community
16:51
we’re going to be number one and that
16:53
kind of mission or cause again allows
16:55
them to be a part of something bigger
16:56
themselves so purpose values Mission are
16:58
all ways that we communicate to our
17:01
staff hey you’re part of something
17:03
bigger than yourself and that satisfies
17:04
of just a fundamental human need it’s
17:07
not unique to any culture it’s like
17:09
across the board everyone needs that
17:11
does that make sense Mike yeah Dan a lot
17:14
of people maybe listen to this and I’ll
17:15
be honest the first time I was listening
17:16
and it feels to kind of touchy feely I
17:18
don’t know these are these are guys and
17:20
girls in lawn care or cleaning
17:22
um but I will tell you that uh right
17:25
down to those five needs they’re just
17:27
basic to any person that’s trying to
17:29
join an organization
17:30
um and it what kind of clicked to me and
17:32
when I really bought into it was it was
17:33
kind of like a sports team that
17:34
Community we’re driving towards a common
17:36
goal
17:37
um if you don’t have good work ethic
17:39
you’re not a team player you’re not
17:40
going to fit on the team but how do
17:42
world-class sports teams get these
17:44
people on their team and want to play
17:45
for them
17:47
um these are all the foundational things
17:49
so if you’re thinking well you know I
17:50
own a lawn care home cleaning company
17:52
this isn’t going to work
17:53
um it’s the same thing in a sports team
17:55
it’s the same thing in business and Dan
17:57
I’ll tell you we can’t afford we can’t
17:59
afford to get people at 100 000 salaries
18:01
right we gotta win in another way if
18:04
we’re gonna get good people to come and
18:05
good people to stay and and so it’s like
18:08
we can’t just try to win with
18:12
um
18:13
Mike froze up but we can’t just win
18:15
right with uh
18:18
our ability to like pay well and outpay
18:20
someone else we have to win in in a way
18:24
where we’re really talking about culture
18:25
and figuring out culture and so it’s
18:27
even more important for us to do that
18:29
all right last two things and then and
18:31
then we’ll be about done so the the
18:33
fourth of Maslow’s hierarchy of needs is
18:36
the need of esteem
18:38
so meaning I am not only a member of the
18:41
community but I’m a valued individually
18:45
for my contributions
18:47
so as an as a human being I need to know
18:50
not only am I part of this but my
18:53
contributions are unique and they matter
18:55
and so we got to find ways to
18:57
communicate to our staff hey your unique
18:59
contribution matters
19:01
and that is done with great leadership
19:03
that’s done with great management uh
19:06
it’s done like most employees I forget
19:08
the percentage most employees in the
19:09
workplace feel undervalued and
19:11
underappreciated and it’s not because
19:13
they’re not getting paid it’s because
19:14
nobody says hey good job you did a good
19:17
job let me communicate how awesome you
19:19
are with the work that you’re doing and
19:21
so whatever you can do to especially
19:23
individually celebrate honor reward
19:26
congratulate uh endorse uh the work that
19:30
individuals are doing within your
19:32
organization the more likely you’ll be
19:33
to have them again to stay and then the
19:37
fifth level is
19:38
um is the level of self-actualization
19:42
now this may seem odd in an in service
19:44
industry but let me recommend a book to
19:46
you it’s the book is called the dream
19:47
manager and the dream manager
19:49
articulates a company that went about
19:52
trying us it’s a cleaning company that
19:54
went about trying to create an
19:56
environment where uh where they help
20:00
their employees to self-actualize
20:03
and they basically said How do we get
20:06
employees to stay asking the same
20:08
question they started asking questions
20:09
to their staff what can we do what can
20:10
we do at first it was like man I don’t
20:13
have a ride from my house to the office
20:15
and they’re like oh sweet we’re gonna
20:16
put together a shuttle bus and we’re
20:18
going to shuttle people in well they
20:19
just kept asking until eventually the
20:22
question was what are your dreams what
20:24
are your aspirations what are your goals
20:27
in life and can we help you fulfill
20:29
those dreams by being a part of our
20:31
organization
20:33
and they eventually hired a dream
20:35
manager now my my background I used to
20:38
be the dream manager for a software
20:39
company where literally my job was to
20:41
help identify articulate and accomplish
20:43
personal dreams
20:45
and if you can get to this tier this
20:47
level
20:49
um so good first step would be just read
20:50
the book The Dream manager by Matthew
20:52
Kelly but um I talked to in one of our
20:55
former employees at this company two
20:58
days ago or today actually
21:00
and she said Dan I remember you being
21:04
our Dream manager and you helped my
21:06
dream come true I was starting a little
21:08
uh restoration business with my husband
21:11
and you helped me find the right places
21:13
to talk to and you helped me connected
21:15
me with the right marketing guy and and
21:18
you helped me get the stream going and I
21:19
remember how loyal I was to that company
21:22
in fact I worked harder I put in more
21:25
hours I worked weekends and then she
21:28
went on to tell the story of a company
21:29
who didn’t care for their employees that
21:31
way and she said man I was fair with the
21:34
company meaning I did all the work that
21:36
they asked me to do but it stopped there
21:40
and so when we can help people meet all
21:42
of the hierarchy of needs
21:45
so we’re paying them fairly we’re
21:48
creating a safe work environment that to
21:50
work in we’re creating a culture where
21:52
they can be a part of something bigger
21:53
than themselves we’re showing that we
21:55
care about them individually we’re
21:57
esteeming the work that they’re doing
21:58
and then finally we’re helping them to
22:00
self-actualize I mean we’re going to
22:02
create a formula where people are
22:04
getting all those needs satisfied now if
22:06
you think about it if you looked across
22:08
the landscape what are how many of those
22:10
needs are your competitors meeting
22:12
I don’t know Mike one maybe two one
22:14
maybe two very few are even getting to
22:17
level three of meeting the the needs of
22:19
the human beings that they get to work
22:21
with and interact with and so the the
22:24
outcome is you have this opportunity to
22:28
go be really unique in your industry and
22:30
when you are unique and you can meet
22:33
more needs than your competitors
22:35
um word is going to spread like wildfire
22:38
amongst these communities of workers and
22:41
and people are going to start flocking
22:42
to you they’re going to start showing up
22:44
at your door now obviously there are
22:46
other really great techniques to make
22:47
sure that we’re sending or marketing
22:49
well we’re promoting our employee brand
22:51
but the very most important thing we can
22:53
do the first thing we can do
22:55
is we have a product we’re selling we
22:58
have and meaning we have an employee
23:00
environment and culture that is
23:02
absolutely drop dead sexy worthy people
23:05
it’s just like man this culture is
23:08
amazing and when that happens what
23:10
you’ll come to find is first of all
23:11
you’re going to plug the holes in your
23:13
bucket meaning people are going to stop
23:14
leaving
23:15
and second of all you’re going to be
23:17
able to really create a culture that is
23:18
magnetic to the right kind of people the
23:21
author of The Dream manager
23:24
or the story of the dream manager I’ve
23:26
talked to the actual owner of the
23:27
business that ran the dream Management
23:28
program and she said that her employed
23:31
churn rate which was about 200 annually
23:34
when you think about that as a huge huge
23:36
number it dropped to
23:38
I wanted to say 20 annually so it
23:41
dropped dramatically in the cleaning
23:43
industry
23:44
and so these are the kinds of things we
23:46
can do when we can meet human needs
23:48
people are more likely to stay and I
23:50
know that sounds kind of like froofy but
23:52
it’s just the reality the reason that
23:54
people are leaving is because I’m
23:55
leaving for something better and the
23:57
reason I’m leaving for something better
23:58
is because my needs aren’t being met
24:00
awesome Dan can’t thank you enough so if
24:02
you’re listening to this get
24:03
uncomfortable be different go find those
24:05
employees create that Community
24:07
um what we’re seeing it day after day uh
24:09
with the coaching clients that we’re
24:10
working with that are adopting this so
24:13
um Dan any closing thoughts we wrapped
24:14
up here I know you’ve got a very
24:15
condensed schedule today but I really
24:16
appreciate hopping in and sharing this
24:18
because this is at the heart of all the
24:20
major issues we’re seeing in all the
24:22
service Industries particularly uh lawn
24:24
care right now with a lot of folks we’re
24:25
working with
24:26
yeah the truth is
24:29
um it’s it’s not as hard as it seems uh
24:32
but you probably need help and support
24:34
and coaching and training and so like go
24:37
find resources go find people that can
24:40
help you put these things in place so
24:42
that you can start uh to really have
24:45
that strategic Advantage meaning it’s
24:46
going to take time uh but you can do it
24:49
and you can make a huge difference not
24:50
only in the your own life right you’re
24:52
gonna have better results but honestly
24:54
in the lives of your staff which is what
24:55
really matters awesome dad thank you
24:57
okay thank you enough definitely gonna
24:59
have to get you back here on these
25:00
Facebook lives answering these tough
25:01
questions how to handle the people
25:03
issues in these businesses so uh until
25:05
next week we’ll see you again here uh on
25:07
Facebook live answer your questions with
25:09
Dan Rouse
25:10
thanks guys