Mike Minutes Mastermind 11/15/2024

Hello gustonation. Hope you're doing amazing. Got a little bit of a new setup so it always takes me a few days to dial it in. So sorry it seems like I'm talking to you up in the clouds and I can see stuff over here now. So I will get it all figured out. It'll look beautiful eventually. Let's go ahead started.

Got four questions. It looks like that came in today. So let me see here.

Zoom in. Share Present Share Screen if you listen to the CCU unfiltered with Lee park, you'll hear about why I changed up my desk setting and what I'm experimenting with. So we'll see if it pays off or not. But I'll have to dial in the the mastermind setup because I don't like looking off camera. All right, let's rock and roll. First one up is from. Oh I see what's going on here. Oh I see. I control from here. Now what? Okay, so I scroll. Good. All right, cool. Let's do this thing.

Okay, first up is from Johnny from Denver, NC. Got an email for a strategy session from you from co pilot. Would this be useful? Helpful since I'm part of Augusta and get co coaching call to help with strategy. Yeah, I would. I would recommend it like as part of being a member of Copilot. You can definitely hop on those. It's not as individualized as your monthly coaching call. That's by no means like there's gonna be like 1520 people on that, but you're more than welcome to. And then what I'd probably do is take that document that we create in the more generalized group setting and take it to your coach because they can dig in deeper with you and make it much more personalized using the systems of Augusta. So definitely feel free to do that. Everyone has full access to that still.

Thomas in Maryland, do editable Augusta folders exist for things like welcome packets? I don't even think the welcome packet we can get anymore, honestly. Pro Shop is horrible on that regard. Seems like the only option in the Pro Shop comes with the Bellingham phone number and I don't see an option to edit it. I can certainly draft my own with canva, but regular Vistaprint wants to charge $5 each for them and I might as well get them on Amazon on a three ring binder for 270 each. Yeah, so.

I don't even know how you're able to see those because I don't think vistaprint even makes them anymore to be perfectly honest with you. Or at least that's what they told us. So feel free to email the media team. They might have to like take it down off of our site and we have to remind them or something. So those introduction packets, they're cool but they're a little bit Pricey and I 99% sure, I'm 90% sure that they have said they don't even do them anymore. So we might just need to take them off the site. So email promise. If you could email mediagustalongerservices.com Ask them about it, they'll hit you up. I'm guessing though vistaprint needs to take it off of our pro shop. To be honest with you.

And to answer your original question, we don't have a Canva document for that because wherever you get them is going to be the dimensions aren't going to be standardized. That's why the pro shop is nice. But I would do is just take, you know the introduction folder is very basic. It's like introduction folder, it has the thing of max driving the truck on the back. It has company information. You could also take the canva docs that are existing in terms of design and like put on the back. So there's that one I really like which is like we save the average customer like 40 something hours per year or something like that. And like big picture of someone weed whacking. I usually like that one. The same one that's for the intro flyer, that one. I'd probably use that same design if I was in an intro packet. Now Coach Connor not nor sure if this is normal but stripe charges A$15. Charges $15 to dispute of charge. I find that very odd. You do not get the $15 back if you win the dispute either. Really? One second. That could be new. Give me one second.

Dispute.

Fees $15. Let's see what's going on.

Straight basic pricing instead of pay as you go rate per successful charge against a credit or debit card. Since disputed transactions are not standard, they are priced separately per instance. The $15 charge is pay as you go pricing. Yeah, $15 fee anytime you dispute. Also known as chargebacks and current 15 fee. Yeah. Honestly, I'll be perfectly honest. I hardly ever challenge a disputed thing. So I only usually do if it's a big big ticket item. If someone does it to me for like a thousand bucks, I'm probably gonna go down that path and I'm gonna like just inundate with information. But even still a lot of times I've seen those get, you know Taken back. Keep in mind, if someone does chargebacks enough and they call it scam, they have to like redo their whole credit card. Like it's a pain in the butt. So usually it's pretty scummy people that do this, to be perfectly honest with you. But I know it stings. And if you gotta pay 15 bucks, that stinks. So sorry about that. But there is a lot more work from the like Stripe, for example, that happens when they actually have to submit all this information to, you know, Goldman Sachs or Chase or whatever bank they're working with. So I get why they charge that. So that people don't get happy with, you know, click happy with just like charging everyone back. I guess that probably makes some sense. And they want to add some friction there so people don't just charge and challenge every single one dispute.

Okay, Mr. Anonymous, I'm having issues with my Google Ads and I'm planning on create new Google Ads account for both of my locations. I wanted to run multiple locations ads out of one account. Okay, how would you recommend doing this in regards to billing and separating out the cost of these ads for each location? Oh, that's a little more tough. I think you put different cards.

Man. I would have known this like six months ago when I was deeper into it, because I know you can do different ads accounts inside of one from like different Google Ads accounts inside of one Google account. Can you charge different credit cards? I think you can because each. Each ad account you can have a different billing account. So how would you recommend doing this in regards to billing separate out the cost for each of these ads for different locations? Or would you not worry about separating out costs, but maybe just send a payment from one location to other to cover the cost of each ads as much? Yeah, you could do a reconciling like a transfer each month if you wanted to. But I'm pretty sure if you create different ads accounts inside of one Google account, you. You can still have a different billing account for every single ads account. So Google account 1, 2 Google Ads accounts and underneath each of those having a separate billing account. I'm like 90% sure you can do this because I have all of my ads here. One second, I'll just check. Give me one second, guys. Ads.google. all right, I'm going to. I'll have a solid answer for you in 34 seconds.

So let's see here. Google. Okay. No. All right, that's the Augusta one. So I need to switch campaign up, not campaigns. I need to switch accounts. Okay, Tools Budgets and bidding, billing. Aha, here we go. See we got here billing payment methods. Okay, that's assuming I have the one account. Yeah, yeah, yeah, yeah, yeah. Okay, cool. Yeah, so if you, if you go, sorry, I can't show you this. It has a bunch of my billing information on it. If you go to your Google Ads account, go to the top right hand corner, click on your Google Ads account icon. Underneath that, you can create a new Google Ads account. Underneath each of those, you can attach different billing. So if you YouTube it, you will find it. But basically, if you go to your ads.google.com account, the top right hand corner, you're going to see your ID number, which is the 10 digits, and say your email address, click on that drop down is going to come down and there's an option to add a new Google account. If you do that, you'll be able to add different billing for each Google account. So I hope that made sense. Yeah, it's not super intuitive. I'm not going to lie. Google Ads, it can get a little cumbersome.

All right, let's see, we got over here.

First question, when doing a survey of the team, what questions do you ask Anonymous or not?

Is MPS only for customers or is there an internal scoring system we can use? So MPS could be used internally? It's not going to. I wouldn't measure it the same way because you basically have detractors and you have.

People that are, you know, positive. So I wouldn't say like the metric benchmarks would apply the same way. However, you need quite a bit of data to make MPS actually accurate. I've found you need at least 20 or 30 data points. Otherwise you're kind of. It's pretty inaccurate because just one or two detractors can pull your net promoter score down like by half if you have like say a sample size of 10 or 15. So I would be careful with just doing like say 10 or 15 employees and coming up with a score. But it's definitely something we would do on all of our survey monkey things. And that's the end. We asked like, do you feel fairly compensated? Do you.

Would you recommend it? Recommend like working in Augusta? Somewhere else. Someplace else. And as we grew especially to Augusta Command center, it was very helpful for me to determine where people's thoughts were at, especially just seeing them. A distribution of a graph. It is tough, it's just tough when you have 5, 10 employees. But I would say as you scale past 15, doing some sort of, Even if you don't do it based upon simply numbers. Connor I would probably do something like, like a matter of like asking three or four different questions. Like, would you, would you recommend your friends or family to work here? Do you feel like the environment is a positive work culture, that it helps you get to the next stage of your career? Do you feel adequately compensated for the role and position that you have, etc. I'd make a few of those and then I would just put them on a graph. 0, like on a slider, 0 to 10. They'd all give you scores and then you'd put all of those on a graph and you see like, where's the distribution? And so that's kind of how like I, I would determine. Even when we did like raises and stuff, it was like, okay, like we need to, we need to match up with inflation. Inflation was going crazy there in last few years. So it was like, hey, where do we need a benchmark base pay against? I kind of used that surveying mechanism. Do you pull the team quarterly, semiannual, annual? We do it twice a year typically. Usually around off sites is when we're doing any sort of polling or data. So usually we did that poll along with the anonymous peer reviews. So if you do peer reviews, there's, at the end you can put in.

Questions about the company and you just roll it right in. So like in a surveymonkey, you can ask, hey, this person, what are they strong at next question, what are they weak at? Next person? And you just go through all the questions and then at the end you just put in, you know, the three questions that are more for the business.

If you had a GM take a demotion, how would you handle paid time off? Our GMs are given 100 hours yearly. In this case, they were a GM for less than three months. I figured honor 25%, 3 out of 12 of the total PTO given. I think that's accurate. Like if you're, if they're staying on, like, like that takes a certain amount of intestinal fortitude. Most people don't like to take a demotion. So if they're willing to do that, if you think that's a strong move for the company, for them, I would probably honor this. I would probably just give it to them. Or maybe just like say at the end of the year, I'll pay it out to you all at one time, something like that.

I'm guessing, I'm guessing the PTO is because they were on salary. So I'm assuming they were on salary and then it's like If I was you, I would just change the way you do your compensation plan. I would. If they were on salary, I'd just say, here's your salary. And as part of salary, you get X amount of hours that are excused absences because the salary just keeps coming out. If they're, if you're paying them hourly, then PTO would be accruing.

But yeah, typically for salaried employees, I'd just say, hey, look, you have X amount of sick days or X amount of days off in general, and, and you get paid regardless.

Then they can accrue time going forward. As a lawn care tech.

Yeah, it sounds like you have your salary to employ the crewing time off.

Yeah, I usually don't do that. I usually try to keep it simple. I just try to say, hey, look, you're on salary, but you can't take more than X amount of time off. So, three, four weeks, whatever you have in your plan. And some people are willing to take less money. I found out recently, especially in engineers, they're like, hey, I want more time off. I'm willing to take. I want my salary decreased. Like, okay, cool.

And then it's just a little easier to track. I don't have to track pto. I don't have to track accrual of hours if they're on salary that way. So just my two cents. If you're on salary, if you're on hourly, you've got to track that, obviously, accrual. All right, everyone, have a fantastic rest of your weekend, and I will see you on Monday. Take care.