Mike Minutes Mastermind 05/24/22

Destination. Hope you're all doing super well. I didn't get a lot of questions, but I do have some announcements and things to go over. I know I posted this on the group last night, the Facebook group. Let me just quickly go ahead and show you what we're working on in terms of the hiring. Graphics, share the screen. Boom, boom. So the goal here, just to stand out from everybody else that is also trying to hire right now and hopefully give us an edge in terms of different avenues in terms of Facebook, whatever it might be. Let me just really quickly, I need to post this YouTube link so people. Some people have trouble with the Facebook. So let me just copy this real quick and put this in the description.

But the goal here is just again, stand out, have some graphics. And we will be working on creating some new indeed ads. The verbiage behind the different platforms that you can use. This is a new one. It's really focused on the 3F program and upward mobility. That's really the focus of it. So like nick here, starting 18 per hour in 2019, two years later, business owner. The slogan we're really starting right now is start a career, not a job or build a career, not a job. So I know I've shown you these ones already. This one's a little bit more in depth. Where did I put it.

Down here? That kind of goes into the full story and talks a little more about pay for performance and things like that. So again, just kind of trying to make ourselves stand out here. And we're gonna have multiple different angles. We haven't finished these yet that you will be able to download. This one would be like an 8, half 11, 8 by 11. You could put this in your, you know, next to your keys, where you hang up your keys for your crew. I could also put this in the handbook and Also with the 3F program, things like that. So we'll make this available and I'll be putting a video together later this week how to orient and actually use those. So that's the first thing. Next thing is something I wanted to kind of mention about leadership in general. And it's something I've noticed across several locations as some of them have been having a lot of trouble with employees. And as we talked about at conference, and it's an ongoing theme that is employees are much less inclined to care about finances and more money. Right now. They are looking at their quality of life, their type of performance during the job, their impact on the company, their level of being able to contribute, feel like they have an Impact. So this was, we're at a turnaround right now and the one of the employees literally took a haircut. From a $75,000 a year salary to being back on $18 per hour back base pay with P4P because they, and they say, look, it's not about the money. I just want to be in a place where I feel respected and where I feel I can learn and I can grow and my value, my opinions are valued. And that's the importance of that type of culture. And so they're happier the company can actually make money. And these are the type of things that lead to business failure, is we start to feel like we're going to lose employees who just give them more money. We get them off of P4P, we put them on salary, put them on dollars per hour. I'm seeing this consistently in locations that are struggling as like instead of taking the six week program and like really scaling back customers and services and really doing it that way, they're like, oh, I'll just overpay someone to take everything off my plate. That is never the solution. And so overpaying someone always comes back to bite you. Bringing someone outside the company and promoting them to being a manager immediately is always bad for the culture. You're going to lose other performers that aren't concerned about the money as much as just having a good place to work. And so I want to talk about positional authority though, when it comes to leadership and that is when you're talking to your team like you should never ever have to use your position as the boss or the manager as a way to get people to do things. If you have to do that.

Like you really have to step back and evaluate your communication mechanism, evaluate the way that you are giving orders. And honestly, this is a big struggle in my opinion for a lot of guys that come out of the military or out of the police force in places that's very regimented, it's very structural and it's very hierarchical. All those are fantastic mechanisms for leadership in those orders. You need to know a very, very defined order and rank inside of an army in order to know who listens to who. You have to. There's. It's such a massive organization, but when it comes to small businesses.

To say, okay, well you need to listen to me because I am your boss. That'd be like, a great general is not going to go up to a frontline soldier and be like, you're going to listen to me because I'm a general. Like you you would get there as a general. Potentially, if someone was pushing against you and doing something that's damaging other people or putting other people in harm to wait, you would. The last resort is positional authority. But the first way is you should be doing it by, hey, we have a common goal, we have a common vision. We have something that we're aspiring towards as a team, as an organization and rallying around that. If you can do that, you're much quicker. Get people to do what you want and do so in a way that doesn't demoralize them. And they don't want to work for a company like that. So people do not want to work for someone that uses positional authority. I'm the boss, you'll listen, you will do this, do this, do that. People are not going to want to listen. And if that's the way you've been brought up or you've been under bosses in your past that were like that, you've got to get rid of that. It's not going to work in this market. It's not going to work with. With a younger labor force. You have to be able to use other mechanisms of communication. And that should revolve around the goal of the business, making customers happy. Things outside of you. Making customers happy for really good employee is usually the thing that will actually make them go above and beyond. They'll push harder. We've got to make the customer happy. We got to turn things around. And so when I take. When we look at a location like this where we have lots of unhappy customers, one of the best way to keep our team motivated, that is working long hours, is, hey, we've got to fix these rights or fix these wrongs and we've got to get back on track. These customers aren't happy. We're going to go the extra mile. We're going to do whatever it takes to make them happy. They rally around. That they do not rally around. I'm the boss, you'll listen to me. That will not cut it. So I just wanted to put that for some of you that have now a slightly larger team getting 5, 6, 10 employees, you will have a massive churn. If you're trimming a massive amount of churn. This is something you need to look at before we start looking at the labor market and just saying, oh, it's so hard to find people. Look inwardly and ask yourself if you're a good leader, if people actually want to listen to you or if you're just using positional authority because you sign their paychecks in order to make them do what they need to be, do what needs to get done throughout the day. Ideally, you inspire people to work hard. Secondarily, you suggest it, and hopefully that's enough to push them beyond. Use positional authority. Last, you will listen to me because I'm the boss. You will be there on time because I am the boss. You will do this because I sign your paycheck. That's positional authority. It's very hierarchical. If you can get people on the same team as you, we're all going the same direction. Here's the common vision, here's the touchdown, here's where we're trying to go towards. Here's the, the goal.

Realize that you're going to have people that don't like each other inside the team. You're going to have people that don't get along, people that don't want to work together in the same truck, people that don't like the coach. It doesn't matter. As long as you're on the same team, you're going the same direction. But when you start saying, well, I'm the quarterback, so you will listen to me. And then defensive lineman's like, forget you, I'm just gonna let someone come pounce you. You have to work as a cohesive unit and team and focus on the goal, not so much individuals. And when you start pointing at yourself and saying, listen to me, I'm the coach, listen to me, I'm the boss, listen to me, I sign your paychecks. That's positional authority. It's the worst form of leadership. It's very temporal. And as soon as someone else will pay them more, as soon as someone else will treat them better, they'll leave. And so you have to realize that positional authority is a very short term way to get someone to do something. You have to first, ideally inspire them. And at the very worst, the very worst, you're suggesting a change and hoping that they take that. But you have to inspire through your actions, the way you work, the way you care about customers, the way you show up on time. You also have to inspire them by your passion for the other employees, for the, for the customers, for the community. That's the thing that's going to get this workforce motivated. Not having a higher paycheck, not having a boss that tells them to do certain things or that they have to do it or they need to do this or this is what I think you should do. That's not, it's not going to Cut it in this labor market. So. Oh, there was one question I think actually. Give me one second here. Let me show this and we will call it day share. Whoops. Here we go. Pull this out and then put that in share screen.

All right. I think it was just one. Yeah. What do you think of the new proposed tax plan? Honestly, at this point, there's so many proposals for the new tax plan, I will probably not even think about it until it's actually passed by Congress. By the time it gets through the House and the Senate, it's gonna be so changed. And a lot of what is proposed is really just pr. It's a way to get people to shift from one to an extreme. So you'll get a proposal that's like super right wing and then you'll get a proposal that's super left wing and those will get the ATT and the PR because they make good headlines. But what actually happens is usually in the middle. So I don't even listen anymore. Like, especially with a somewhat, a very divided House and Senate, nothing's going to get passed. And if it does, it'll be very middle of the road, which is, hey, there's democracy for you. Right? So it's fine. But I'm not going to like change my tax strategy or anything like that. And honestly, 99% of small business owners shouldn't even concern themselves with tax strategy until they're making a very substantial profit and multiple hundreds of thousand in profit a year before it actually is worth your time to get accountants and attorneys and really start to create trust and things like that. I would not worry about that. I focus on your business. I lock in. I'd focus on your team and your employees and that will make a whole lot more money than trying to save a little few bucks from Uncle Sam. When you're doing, you know, 50, 100,000 in profit, that's good. Keep growing that. When you start making a lot more than that, that's when it starts making sense to start thinking about tax strategies and tax havens and investing in tax sheltered accounts and things like that. So, so awesome. Be great guys. Have a great rest of your day. We'll see you tomorrow.