Mike Minutes Mastermind 04/18/2023

Hello, Gusta Nation. Hope you're doing well. Let's go and get things kicked off.

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Couple quick announcements.

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Seven new questions. Great. Okay, a couple of quick updates.

Sorry, this always takes two seconds. This is gonna do a bunch of clicking around now to make sure that the YouTube link is inside Facebook correctly.

Two things. Number one, I talked to the media team. They're gonna see if vistaprint will allow us in the mowing door hangers for instant quotes. See if we are allowed to have text boxes that are not required, that are optional, that you could potentially put in prices for weekly and bi weekly, but it's not required to where if you want them blank, you can also leave them blank. So we'll see if we can do that again. Only for the mowing.

Instant quote door hangers. We will see hopefully in the next couple days. They usually take a couple days to get back to us, so we'll see if that's possible. Second thing is.

Service autopilot emails. I would not recommend sending out one click estimate emails for at least the next few days. We are seeing intermittent but consistent.

When these are being sent out, they're sending out five or 10 times and so you're going to annoy customers. So I know it's happening a lot right now. I don't know what the pattern is, I don't know exactly what's happening. But like I know, for example, I got eight emails yesterday because Bellingham sent out a one click estimate email and it went all night long, like throughout 1 o'. Clock. I got one at 3 o'. Clock. I went 7 o' clock this morning, 9 o', clock. Just got one now. So just don't send them out for now. You're gonna make people mad. You're getting a bunch of unsubscribes. So please just hold off on that. I don't, I don't think it'll get fixed this week because their product manager, Tara is out of the office. So, yeah, sorry about that. I don't know what else I can say. I don't know why it's happening. It seems like it's happening about half the time. I'm seeing it on other users outside of August Nation, obviously in terms of the other Facebook groups, etc. So.

Yeah, I would just hold off on sending one click estimate emails if you're in service off high, at least for the next couple days. I think probably until next week to be perfectly Honest with you till they actually have a fix for it.

So sorry about that.

Okay.

Questions.

Right.

Is from Joel from Lafayette. It looks like CC doesn't send a confirmation email when setting up estimates. I suppose for OTP the client is informed on the call when we could be out.

But for website form request, is there a reason we don't do that? I recently had a potential client submit a form on the website then told the estimate when he showed up for the drive by estimate that she found another company to do it because she didn't receive any communication that we were planning to stop by for an estimate. I can easily update the I can easily update the estimate scheduled automation to send an email to the client in addition to the email to the franchisee. We wanted to check if there's a reason we don't do this. Yes, great question. So you can absolutely do this if you would like to. And that is set up an automation that as soon as an estimate is dispatched that you get a notification or that the customer gets an email. You can absolutely do that. Here's the problem. The whole point in having drive bys is that you're somewhat flexible and you can, if they get put on the schedule for today that you can put them off tomorrow. If they're put on tomorrow and you can't get to them, you can push them off for the next day. The problem is you just need to make sure if you're going to send an email to the customer and make an automation that is very flexible. That's that's all I would say. The thing is this, ultimately what that, that email is going to eventually just say is like we've got your information you and we'll get an estimate to you. It already says that when they submit the form. So when they submit the form it already says that. And so it's somewhat redundant to have the email go out but you can absolutely do it. You, if you, if you want to, there's no problem doing it. Just keep in mind if you're going to say you've been dispatched for tomorrow for example, or you're on the schedule to get your estimate done tomorrow that you'll, it'll lead to a lot of calls coming back to the office and especially if you're pushing estimates off because you're running behind, you're going to get a lot of phone calls coming back to commands like hey, they said they were going to come out yesterday. They said they were going to give me estimate yesterday. Said 3 days ago they were getting an estimate to me. So just be careful with that. That's the reason we don't do it across the board for everybody where it automatically sends everyone email because then they have written proof that you said you were going to be here yesterday. Like just word that email correctly. I'd probably do it with a coach on a call. You can absolutely set that up if you would like. But when we've tried that, the thing is it leads to a lot of people calling in. When you're bogged down and you're running behind and you're pushing drive by estimates off all those customers, start calling. They said they got the information. They said they're going to get me estimate. Where's my estimate? I haven't got it yet. So you can absolutely do it. Just keep in mind when you move drive by estimates if you told them that they're on the schedule or we've got your information, we'll get an estimate to you tomorrow that, that you really, really be. I'd just be as vague as possible. And ultimately that email becomes what is said when a form is submitted and that is, you know, got your information. Thank you. And we'll be getting it back to you ASAP. I think it's within 48 hours. I forget exactly what it says but.

Max from Burnaby. Deductions from bonus. Here's a scenario. An employee earns $50 for gaining a five. Oh, I think we talked about this yesterday. Okay. Deductions from bonus. Here are the scenario. An employee earns a $50 bonus for gaining a 5 star review. And this is recorded in P4B software. Later in the same week, the employee damages the client property which you have to pay for. Would you take away the $50 bonus for the review to compensate for the damage? No, you would not because you have promised them you will give them a bonus and that should be tied regardless of how well they perform. That's just my opinion. You can change it if you want. And that's why in the software now you can determine whether it's connected to P4P or P4P and their base pay. Because I would tie that $50 bonus to their P4P and their base pay. And then I would only take away from their P4P on the yellow slip. If you don't want that, if you want that 50 bonus to be tied just P4P, just have that in the drop down, you can do the option. The only reason I would not do that is because I want that behavior reinforced and I don't want it to be a negotiable bonus. I want that them to get that $50 because I told them I was going to do.

And I definitely see the argument of saying well that's part of like they were high performer, they got the $50, then they did this massive damage case. They're not a high performer. I'm gonna take away the money. I can see the argument there too. But for the sake of simplicity and just not them feeling like they someone's trying to do something, pull one over on them. I would probably just honor the bonus. Still.

Thomas, the past two years we've been paying our taxes. One lump sum from the business checking in the middle of the year. It has affected our P and L statement which has caused our second quarter to not be as profitable on paper. Is there a better way of doing this? Profit sharing suffers when we do it this way. So first and foremost, if you are an S corporation, your taxes that you are paying should have no impact on the business because it's a pass through entity. So like I mean a profit sharing. Right, Right. Because that those profits you should be paying the taxes on. That that's. That does not come out of the employees pocket. Right. So for example, let's just go back to last year. I think the. I think my distribution's all man, I Forget now it's 200,000. I forget it's a little over 200k I think from the local shop. For example. That money goes to me on an escort past rent. I pay taxes on that. That does not in fact affect the profit and loss statement for the next year for the the crew. So how you're accounting for this, you want to be careful because like right now, if you're keeping in mind LLC and S Corp, like there is no corporate tax. The.

Company doesn't pay taxes, you pay taxes. So you should be paying that from your personal account. Because if you put that in your P L and you claim your taxes as an expense, like you can't do that. Like you're. It's a pass through entity. There is nothing from the business in terms of taxes until you go to a C corporation where you have a corporate tax rate and then distributions are taxed at a personal level. And if I'm wrong on this, Brad can correct me. But to my understanding this is how it works. But you would not hold your employees hold that as an expense to the business when it's a pass through entity. And any distributions you should be paying out personally. So I hope that made sense.

He didn't hear me. Okay. I was gonna see if he heard me. Brad's over there. Today's tax day, by the way, so very busy. All right, another commas question. I have a team member that's interested in working on Saturdays, knocking on doors, passing out door hangers. Would you Recommend Paying the $50 incentive for each client gained and base pay potential overtime or just the $50 incentive per client? I want to make sure we're doing things fair and legal. Technically, if they're clocked in, they're going to go into overtime.

If you're paying them through payroll, they're going to be going in overtime like they're clocking time, right? So I would probably.

Trying to think. Yeah, so, like.

This is the balance, right? Because, like, the thing is, if you're having to pay them overtime, you probably aren't going to have them do the work. If they're, they want more money, they're like, hey, I don't care. Just like, give me the work so I can make, I can go work more hours.

The thing is, from a legal perspective, they're clocked into your same business. You're going to have to pay them. Now, if you say, hey, look, this is completely separate from my business and what you do in terms of mowing, I am willing to do like cash or something like that or, you know, but like, if you, if you're trying to do things legally, you're gonna have to pay them overtime if they're actually in overtime for the weekend and you're paying them through payroll from your entity.

But if you want to be like, hey, guys, if you want 50 cash per person enclosed here, I would give you this and I'll give you, you know, x amount per.

Cat door hanger, you put out like a penny or two pennies or whatever, whatever it is, I guess it'd be more than that. Like 10 pennies, whatever it is, I'd probably do that. I'd give them amount per door hanger and then a bonus per incentive per customer that asks for an estimate. And I would probably do them less than 50 because you haven't, you don't have a closed customer, right? So. And honestly, they can rack up a lot of money doing that. Again, like, it'd be like you could get four jobs in an hour and have paid them $200. Right? So I would probably say, like, probably do like 10 or $15. If someone sends a instant quote door hanger picture to the email, they get 15 bucks and then they're going to get a certain Dollar amount per door hanger they put out, maybe that's, you know, let's say you can do.

50 in an hour. So maybe you give them.

$0.20, $0.30 maybe.

Per door hanger. Again, that's assuming a minute per door hanger. You could probably do a lot more than that. You could probably do 200, 150 maybe, depending how they're doing the door hangers. If you have all the numbers already put on the door hangers, things like that. But you know, let's say it's 10, 15 cents you give for a door hanger and then you give like a 15 bonus per picture taken by a customer. That would be helpful. And then you can just literally tell them, hey, if the customer is interested, just take, have them fill out their information. You take the picture and send it to the office. You'll get your 15 bucks, right? So if you're having them clock in and actually tracking their time and everything, you're gonna, and you're running it through the same payroll, technically you're gonna be in overtime. Kyle Tarfin, continuation of my question regarding 300 to 400k profit location. I talked to my GM and we have decided to grow, only grow the location up to the 300 to 400k mark this year. Then we can push for 500k if he's up to for it next year or the year after. A little information on where we are at now. Currently we're in growth mode. Prices are lower than normal to pick up the accounts and we are not charging E fees or dump fees. We have three trucks and three employees plus my working GM, our close ratio is pretty low, right at 25. I know to profit, to switch to profitability we need to be at capacity, raise prices and start including dump and E fees. What are the steps to switch to profitability mode based on our current situation? Do we just automatically raise prices across the board? First and foremost, getting to capacity with three trucks is going to put you far above 300k. Like.

I would be saying two trucks probably. And also with two trucks, like you limit, you reduce the amount of space you need. In terms of storage, you can usually do it from like a storage facility or like a very simple parking situation.

So if you're gonna have the three trucks, that's fine. Just know that you're not going to hit capacity on that, which is fine. You're just not going to hit like max profitability mode. But that's not a bad thing, right? Just keep that in mind. As long as like one of those Trucks is cheap and stuff, I'd probably be fine with it. But 3 employees plus a GM doing only 300, 400k. I can guarantee you won't make profit. Like won't make a lot of profit. Won't make, make enough profit to make this interesting. Because you take out his salary, you take out three employees, pay for the year, you take out the three trucks and their overhead. Like they're just not going to be a lot left on the bone.

Like I would say a GM, two true trucks and two employees could do 300 to 400K. So that, that being said, what you probably can do is use what you currently have. Now you're not going to be profitable, you're going to grow and then as you grow you're going to be more route dense, you're going to raise prices and you could hit that 3 to 400k marker potentially next year have just the GM with two employees. But now because you're not in growth mode, you're doing less jobs or less estimates because you're not marketing and doing all that sort of jazz. Less estimates.

More time of the GM is spent out in the field working. So you only need two employees, two trucks and the GM that at 300 to 400k makes money. So these are like the tiny little things that you can look at and know.

The profitability. Like you, if you can take one truck away, one employee guarantee, this can make money. If you don't, I can. Like you'd be struggling at a 5 to 10 profit margin. Honestly if your close ratio is pretty low.

I would potentially be looking at your GM and just making sure like seeing if you can help improve their close ratio just by training speed. Those are two things not mentioned here. I'm not saying that that's what is wrong. I'm just saying those are variables. Their ability to sell. Do they do follow up calls? Are they good at follow up calls? There's, there's one, there's one way to do a follow up call. Here's one way to do a follow up call. All right, let's do a little bit demonstration here.

See this is why I need to do the June thing. Because I'm going to do these, I'm going to do follow up call, baby. So here's one way to do a phone call if you're doing a fault the day after as the estimator. Hey Mr. Jones, just checking in. I was at your property yesterday and it was great meeting you. Just wanted to check in, see if you got your estimate.

Okay, great. Yeah, like I looks like the office sent it yesterday at 10am so you should be in your email. If you have any question or anything that just let me know. All right. All right, Bye. Bye. That's how 90 of follow up calls. That is the horrible way to do a follow up call. Horrible. Atrocious. Makes me cry. You just lost an estimate that you could have sold immediately. Especially if they were on the phone. If Mr. Jones was talking to you, there's no reason you can't sell that on the phone. Here's how it should look. Trying to make this up on the fly. So forgive me if I make a mistake. Okay.

Hey, Mr. Jones. Yeah, it's Mike. Andy's over here at Augusta Lawn Care. It was a great meeting yesterday. Just making sure you got that estimate. I sent it over to yesterday around 10 o' clock yesterday. Awesome. Awesome. Well, you know what, do you have a few minutes? Why don't you. If you want to open up the email, I can go over that with you right now. Perfect. Just put me on speakerphone when you go over your phone. That's totally fine.

Great. Great. Yep. Yeah, yesterday around 10 o'. Clock. No worries, I'll hang out here. I figured I might as well give just give you a call. Make sure getting all your questions answered and our schedule's filling up pretty quickly. So I just want to make sure I prioritize your spot on this on the schedule.

Awesome. Yeah, just click on that little tab there that says click here to view proposal and I can walk you through it.

Great. Yeah, so that first line item, that's for the mowing. And you can see there's weekly and bi weekly options. And during March through May we do require it to be weekly just because it's growing super fast. And we've just found a lot of customers aren't happy when we go to biweekly during that time. Cause it grows so much and we're cutting so much of the grass off. And technically from just the health of the grass perspective, if you're cutting off more than a third of the blade, it can really damage the lawn and create more problems in terms of insects and other problems with, with, with the lawn itself. So we definitely want to be there weekly during that time. So you know, obviously it's April 18th right now. So we get just set up on weekly in terms of that. That includes us hauling away the debris. We edge all the lawn up as well that first visit in case it is overgrown. We do charge that $1 per minute per man and that's just if it's overgrown. If it's not overgrown, that price that you see on the screen there, that's going to be exactly what we charge you. But that first bit, definitely, if it is overgrown. Oh, you last week. Great. Yeah, you shouldn't have to worry about it. As long as we get this on the sched next couple days, you shouldn't have to worry about that at all. That's just kind of COVID our butt. Since we do give you that estimate over the phone using satellite imaging, you know, we show up to some people's property, it's four feet tall, we have to charge a little more than $40, you know. Yeah, totally cool. Yes. That. That's the first line item. And. And then if you look at the second line item, that is the proper to clean up. I'm going to go ahead and make sure we get that mowing set up for you next week. We. We're in your area kind of on Mondays, so I'll get that set up. So send it over to scheduling and they'll send an email just to confirm that. But in terms of that property cleanup next week, I have a spot available next Thursday. Let me walk you through that. That line item and show you exactly what we're going to be doing. Just like we talked about yesterday. And I made a video for the crew too, so know exactly what. Exactly what we talked about yesterday and what went on the property. So that first line item is going to be raking all the debris out of the beds, just kind of removing all the leaves from last fall that we hadn't got to. We'll pull the weeds, we'll edge up the lawn, and then we'll install about 4 yards of. Of medium brown bark. Is because that's what we talked about. I know you wanted the medium. You weren't sure exactly the fine. And so I think kind of determined that the medium was kind of a little more chunky. Lasts a little longer than the fine. The fine mulch that you see he thought kind of disintegrated very quickly a couple years back. So we'll put the medium mulch in and like it says here in the estimate, we will make sure we dump that on the road just to not block the driveway for you. So I can put that on for you for you next Thursday. And. And because it's under $3,000, we don't even require deposit. You can just go ahead and pay for when it's over. But next year's. I do have a spot Available. That's why I wanted to give you a call today. The mowing get on. We'll put on for schedule next Monday, no problem. But next Thursday there is a spot available. So you want me to go ahead and get that set up for you right now? That's how you do a follow up. Okay. I guarantee you if you get someone on the phone and you have them looking at the estimate, you will close the majority of those. 90% of the people that say that they do follow up calls, if I actually were to record them, they sound very much like the first one. Did you get it? Yes or no? Did you have any questions? Yes or no?

Get back to me if you have any questions. Oh, you went with somebody else. Okay, thank you. Bye bye. That's atrocious. It's garbage. You're the estimator. You were there the day before you met them. You are 10 times more likely to close that deal than someone at command center who has never seen them. You literally talk to them face to face, potentially.

And if you didn't, you are now a third party outside of commands who talk to them on the phone to be able to close the deal because you were the estimator. That is your role, like your job and so people understand why you're calling. So.

That'S how you do. That is how you do a follow up. So I don't even know I got on that tangent. Oh, it's probably about, on this stuff, GMs. I highly recommend you record your phone calls, send them to your owner, send them to your regional. What can I do better? What can I improve? It's not comfortable to do these follow up calls. I understand that you feel like you're selling somebody. Here's the bottom line. They just have a problem they want solved and you have the solution to their problem. You just need to get around any sort of doubt they have that you are the best option and if you need to sell yourself first that you are the best option for them. That's a conversation you also need to have with the regional or a coach or your owner. And that is why should I believe that we are the best option? If you think you're too expensive, that needs to be resolved.

So please, that's use, use a coach for they'll walk you through the fact that if you're 25 years old, 30 years old, 35 years old, you are not the target market. I know you think that. It's crazy. Someone's going to spend $2,000 a year on their lawn Care because you think of that as that is fuel for my entire year what I put in my car.

To that, to that owner though of that house, that customer you are calling, you need to convince them that spending the extra three days out of a year that they spend on mowing their grass is better spent on a vacation. Okay so the time that they have left on earth to be five to 10 years. You have 50 years in front of you. Do you think you're gonna have a different value set on the value of time? Yes. So all right, let's move on.

Devin from Red Deer if someone doesn't pay their $250bill that you sent to collections when and does when and how does collection works and if necessary or just eat it. Devin, when you come to training in July, we'll go over this significantly. There's a lot of automations that lead up to it but we send any bill that is overdue and it actually hits collections. We do send it regardless of the bill size because they take a percentage. Con from Evanville. So part two to the guy who says we hit his RV camper trailer, he's not having it and got an estimate about $2,300 to fix it. We weren't on the property for nine days until something was reported and there are no cameras. At what point do you just stop responding their emails? I use ChatGPT very smart to help me with the response and was rather to the point ultimately we are not. We are innocent until proven guilty and I can't find anything that points us in that direction but basically says that we are guilty just because we are in the area. Just curious to know the next steps. Would hate to get a better view and want to represent the brand. Well yeah, like I think you know $2,300 is a weird spot because you're not going to get taken insurance claim on this because you're going to pay a lot more than that over the next several years. It's not small enough to where you can make sense of it because of the lifetime value of a customer. You've already. The customer next door is already not using you so you're not trying to salvage that relationship. The only thing you're concerned about is an online interview and what that person says locally. And I think obviously this has been back and forth it sounds like and so I would send the email if that's what you believe and if you have like no reason to believe that you are at fault and nine days afterwards it was reported that's what you're going to say in an email or in. As a response to an online review, it's like, hey, look, there's nothing to prove us guilty. It was nine days after that was reported.

There's no way for X, Y and Z reason that this could have happened. In terms of like, I forget exactly what happened. But in terms of like whether we. You have a shoot blocker or you're bagging clippings or you mow away from that. That property. That property or whatever. So.

Yeah, I just send it. And as long as you have a good response to that online interview and you've done your best and you've tried to come to a conclusion, like if you'd been back and forth and you've tried to go there and take a look at and like people want to see that you've tried. Land Smith Tallahassee, Florida I'm hiring my guy first guy ASAP and need another hire for two weeks from now. I have about 10 interviews today, but so far no one. No one. That seems great. I have an iffy guy that said he could start tomorrow, which would be great, but he doesn't seem like a great candidate. I interviewed another iffy guy that can start in two weeks. I really need someone, however I want to what my first guy to set the tone as well as he will be in my truck by himself. How picky should I be with my first and second guy. Thanks. So first and foremost, if you're growing from zero employees to two employees over the next two weeks, that's you are growing extremely fast. That means that you're going to be having like 90 budgeted hours in two weeks on the schedule. So I would first, if you're growing at that rate, I would probably raise your prices a little bit. And if I remember correctly, Lynn, I think you were in like the top of the. Of the. The closing ratio. The only reason I'm saying that is to slow yourself down so that you don't get in two weeks and now you have zero employees again. Cause like the first guy, he quits. The second guy, he cut, he comes, he doesn't work out, doesn't show up to work for the. And now you're in a really bad spot with 90 budget hours and no one to work for you. So I would probably pump the brakes a little bit.

Just because I foresee that happening. If you've never employed people for. If you've never managed people before, it's okay to take it a little bit slower, right? In three years, you're not going to be like, man, I wish in those first two months of me starting my location, I ramped up to five employees instead of one or two. You won't, you won't be thinking that. And if the leads are coming in, like, I definitely don't be spending on marketing right now. I'd really take that away first because, like, I'm only saying this because I've. I see it right? So you're gonna get this employee. I would probably go ahead and go with the iffy guy because you need someone tomorrow. He's gonna be okay because you have eyes on him. He'll get work done okay. As soon as he goes in a truck by himself. Probably not gonna be a great candidate if you're already having doubts about him. Unless you've never managed someone and your picker might be way too extremely choosy. Right? You might like you're looking for the perfect candidate. It's like anyone that would pass your. Your filters are literally going to be an owner. So that could be a potential bias. You'll know, though, if you work with this guy for the next three to four days when he's in the truck with you, you'll know pretty good if he's a decent worker or if he's iffy. And you know if you put him in a truck by himself, he'd immediately collapse. Your first. The reason I say one employee is a nice spot to be in is because you can make almost anybody that can work hard, even if they don't have the great work, the best work ethic in terms of, like, discipline, you can make them work pretty good as long as you're with them because you have eyes on them, they feel accountable. They're not going to be slacking off. They're not going to be doing dumb stuff because you're with them all day long. So that's why I would pump the brakes just a bit, stay at that level for a bit, maybe at like, say 60, 65 budget hours per week. Stay there for a bit, get comfortable until you have someone that you were confident they could go on a truck by themselves and be okay. Then I'd go get the second hire. So I would probably give you the green light if I was talking right now. Again, talk to your coach, please. But like, I would probably give the green light on the guy that seems iffy to start tomorrow because you need help.

And then within three to four days, you should probably know if this guy is someone you could trust to be by themselves or if this is someone that would immediately tank in productivity if you let them out by themselves. And you'll know that pretty quickly. And then you also might start realigning your picker and your filters as a hirer, an employer.

As time goes on because it might be too high if you're. If you're brand new to hiring and interviewing someone, you might be looking for something that's not going to come around often enough.

A lot of fault calls go to voicemail. How would you leave a voicemail? I would summarize what I said in that second part. I'd summarize that down.

To a voicemail. I'd be saying, hey, Mr. Jones, I just want to give you a quick call next Monday. We come to your area when it gets you on the schedule for the mowing we do weekly right now. So I'm gonna go ahead and put you on that. You don't even have to do that. You don't have to actually put on the dispatch board. I'm gonna put you for the weekly based upon what we talked about the other day for that project. We do have a spot next Thursday. I do need you to call back and just confirm that because that's a spot that came available. I want. I'm go ahead and reserve that for you for now. But we can't guarantee that until someone's on. Someone's confirmed with us. So please give me a call back. Like, of course I'm not going to put it on the schedule until they confirm. Like that's obvious. But the way that you word that on that voicemail, they're like, oh man, I gotta call them back real quick. So that's what I would do on a voicemail. Right? So if you say like, yeah, anyways, you heard what I said. Attach pictures of my email response to my question about the rv. Okay, that's on Facebook, so I can't see that. Here we go.

Sorry, I can't see those. I apologize.

I can't see those. Sorry. Connor, feel free to put them in the attachment.

Oh, there was a tatt here. One second. Let me make sure there wasn't attached photos to that.

Oh, there are pictures. Okay, here, let's try this again. Okay. Okay. So you got estimates, it looks like.

What else we got? Okay. Some back and forth.

Reassure you that we did not cause any damage to your property. The incident was reported approximately nine days after. You can't assume anything based on your employees claims. No video proof means you can't say for sure either. Nobody has been down in that area besides your company I have retired neighbors that are home all day. It was almost nine days because, because I don't go back there. It's a tough one. I obviously don't see the damage. I don't know. I can't make a judgment call on that. It's going to be up to you. I typically lean the direction of trying to solve these problems but.

If someone did this with 2500 in my first couple years I would not have done, I would not have paid these. I just wouldn't have had the money. I wouldn't have like I would have been like you would have to do an insurance claim or I wouldn't, I would have to refute it. So if you have enough evidence in your, you know, you just have to make sure you know what you're going to say to respond to an online review. All right guys, have a fantastic Tuesday. We'll see you tomorrow. Take care.