Mike Minutes Mastermind 04/30/2025

Ladies and gentlemen, welcome. We just finished a turnaround.

At the airport. I'm not going to do this one live. I'm going to record it just in case the WI fi drops out. Craziness. Quick announcement. If you did not see it on the Facebook group text and email, there is a way for you to be able to opt in or out of Command center doing the templates, redo and all new templates and automations etc. Totally fine. If you want to do it yourself, they have two documents, one a training video and the second one being a actual document you just work your way through and make the changes yourself. Or just a flat dollar fifty instead of making like a range of like two to three hours. We just figured a flat dollar amount so you can budget it in, you know exactly what the cost is and you can make that decision. So we need everyone to opt in or opt out. If you want them to do it, opt in. If you want to do it yourself, just opt out. Totally fine. I don't care either way. We just want to make sure that everyone's accounts do get changed over and then if we don't hear from you by June 1st, which is still a month away, then we will go through your account automatically because we need the brand to be synonymous across the board. So this, that is the only big announcement for today. But yeah, please do either opt in or opt out of Command center doing it for you and you are more than welcome to give it a try. And if you need their help, always go back and have them do it. But if you're not confident on doing automations, working with templates, setting everything up, I would just have them do it. It's not worth messing up an automation or your invoices not going out correctly or text message is not happening because it's not set up correctly. But there's a 30 minute training video and a document that if you want to do it yourself, you're more than welcome. So check your email. That was all sent out last night. Text messages just referred you over to that and there's also on the Facebook group a post as well. I'll remind everyone throughout May to make that change before June 1st.

All right, we got questions. First is from Jonesboro. I have a question about the email template update due June 1st. If I have CC do it, you have said they are basically going to one delete the old download, set up and test the new. I would love to have CC do it. Sounds like a nightmare to be honest. My only question is, are they going to be deleting every template and starting over even templates that aren't the standard ones. I have not really done any editing the standard ones that got uploaded at training. However I have created some specific some extra extra ones for certain situations we have run into around hiring specific HOA service requirements alerts will also will these also be included in deletion process? So they will not be this is why you'll notice it says in the form that we're going to contact you the day before and make sure we set up with you. Like hey, are there specific ones you don't want us to touch? For example you'd probably be the most.

Safe if you actually list off the ones you do not want them to touch and say hey, these are the ones I don't want you to touch. Totally fine. Otherwise you could just say hey, don't delete any of my the ones I made myself. And they can also follow those instructions so they will reach out to you because we're not gonna do everyone right away. Sounds like a lot like tons of people did last night. So there it's a first come first serve basis. I think within the next week or two we'll get most people done but they'll contact you the day before. Like hey, are there any automations you don't want us to touch? Any templates you made custom that you don't want us to touch? But they will not just go randomly and delete everything in your account. Also what happens if an automation ties to trigger ties to trigger during the transition and are no templates available? I'm guessing I wonder if there will be a downtime to speak while this is completed. Thank you. Looking forward to the new templates to some questions about the process. Travis. Yeah, so that's why we're going to contact you before we're going to tell you when we're going to be in your account. I would recommend not being inside of your account during that time. They do have a whole team doing it so it's not a dragged out multiple hour process. They'll be jumping in together and knocking this out. But I would, I would assume at least just like from a planning perspective it varies so much based upon how you set up your account but just, just estimate an hour or two at least that you shouldn't be in there. So it's okay if.

Teams out doing estimate or doing projects or working like I don't want to be sending out estimates or doing invoicing during that time. So they'll let you know you can coordinate that with Command center when they contact you and good question, Mr. Anonymous. I think the question was asked a while back and maybe you were waiting for some data to come back, but do you know yet if Augusta is the largest residential long hair company? So I'm waiting on the data to come out from the Landscape 100, which comes out in June I believe, to make sure that there's not another company that grew substantially last year. I would say based upon the data we have it now, we can say that, but I'm waiting till June because I don't know other companies, if they grew a bunch last year, like we grew by 77% across the whole system and so if there's someone else grew by 40 or 50%, we could potentially not have that title. So I anticipate that not to be the case, but we'll see. Mr. Anonymous. And according to the new templates update, if we opt in, are we able to save our existing email templates to Documents in hopes to keep them from being deleted completely? I may need to refer back to some of them for future reference and even edit some of them new templates with them. Yeah. So what I would personally do if I was okay, I have these certain templates I don't want anyone to touch. I would probably just like put in in parentheses or just make a list of the ones you don't want Command center to touch and when they go in there, they will not touch those. So again you're gonna, they're gonna reach out to you and ask you and confirm this prior to jumping inside your account just doing everything. But you don't need to move into documents. I would not do that. If you really worried about it, you could copy and paste into Google Drive. But if you I would before I do that, I would probably just go in parentheses and just do like do not touch. Or 2024 you could do in parentheses knowing that 2025's update is now live this year. But again Command center will reach out to you, they'll ask you hey, are there any templates or automation you don't want us to touch? And as long as you have that list for them or you've somehow very clearly defined which ones you don't want them to touch, you should be good. Good question.

Caleb from Merritt island with the new deal with Swaga, will there be dry fit long sleeve shirts available? Those are the only ones we and others work in extremely humid areas by because cotton doesn't work well, I do not know with 100% certainty. I'm pretty sure we have T shirts, polos, long sleeve and sweaters, I believe so. Don't hold me to that though. And if everyone buys from there and we're able to turn the stock within six months of us making the big purchase, then we'll probably get a couple more SKUs each six months. But we can't spend like 50 grand from corporate and then it be held for like 12 months or 16 months because we have to pay from our end. I think it's like 15 or 20% of the value every six months for storage. So the reason we get the price that we do is because we order in bulk, but if those don't get sold, we have to pay extra for storage and so we could be on.

The hook for tens of thousands of dollars of just storage fees if we ordered too many SKUs. So that's why we just try to stick the smaller ones at first and as we can kind of like calibrate how much the demand is, we could potentially get other things. I just don't know about Dry Fit specifically Caleb. Nick would know and you can ask him if you want or just wait for it to come out here pretty soon for that portal to be available.

Anon oh, it's anonymous. I have a new employee who I just discovered has a medical condition as a result of an injury from high school football. Essentially, he doesn't get the urge to go to the bathroom until it's too late, meaning he occasionally loses control of his bladder. This could happen anytime and it has happened two days in a row in the field now. His medical condition means that this job isn't a good fit for him. However, I feel really bad for him as he seems to be a great guy, hard worker and motivated. He's only 19. Is there anything I should be aware of legally surrounding letting go because of circumstances connected to a medical condition? 2. I would like to leave on good terms and help him out as I feel he has earned it. Would you be against giving a $500 bonus in the last paycheck to help cover time as he looks for a better job suited for him?

Man, this is tough.

Yeah, so you want to be very careful about firing someone when there's medical stuff involved. There's a lot of legal protections. That being said, I would point to the fact that.

I'm assuming it's affecting his performance. So I would personally never fire someone over this. Like hopefully I would give him all the resources required to hopefully figure it out and there are ways Medically to help with this.

And assuming that is those bridges have been crossed already. I would only fire someone based upon their performance. So for example, if they walked off the job, if they kept leaving the job site and hey look, that's not allowed, we can't have that, etc. Then it would become a problem.

I would probably assuming there it sounds like a great guy, hard worker, motivates 19. Hopefully he can get some help medically because there are ways of mitigating this condition. And so hopefully I would first go there before I let go of a really good guy that's hard worker and all. Everything else seems positive.

I would be very careful about giving someone like a bonus and saying you're letting them go.

I would either a try to support them or let them go without cause. And then ideally if you really need to let them go, you let them go because of a certain reason.

And that reason is performance based. I would just not touch the health stuff. I know you want to be nice. Trust me, I've done this before. I got burned for it. Try to be nice. You try to explain why you can't and it can come back to bite you. So I would just. If you're going to fire someone, it's either you simply have no cause, like you give no reason, you do it based upon performance. So something that makes them not be able to do their job as described in the employee handbook, or I would be supportive of them trying to get medical help to be able to make this work which is possible based upon my limited medical experience. This is something that they can deal with. So I would rather try to support in that manner. You want to be careful around hipaa like around like.

Asking for disclosing medical information.

So be careful around that. But if they're really open about with you or they're embarrassed, I would just offer like hey, if there's anything I can do, support financially or anything to get you support this area from a doctor, that's what I would probably do. First sound like they're a great person. I would be trying to support them in that area. Just be careful. Even asking questions about their medical history or medical.

Their condition. I'd be much more if they bring it up if they're embarrassed, offer support, offer them financials. I'd rather give them $500 to go get this fixed because it can't get fixed unless there's something extraneous thing they've already figured out. Try it and it doesn't work, but it should be fine. All right. That is all I got for today. Hope you all have a fantastic rest of your Wednesday and we will see you back in the office tomorrow. Take care.