March 29, 2024 • 22 mins
Imagine pulling the emergency brake on your daily grind every three months to refuel your team's creativity and cohesion—well, that's the magic of quarterly retreats, and we're here to share how it's revolutionizing our work culture. Join us as we unveil the success stories behind stepping away from the desk, engaging in honest dialogues across company levels, and the profound ripple effects these retreats have on our operations. We promise you'll leave with a blueprint for nurturing a workplace where empathy is the cornerstone and productivity, the natural outcome.
As laughter is to life, so are our 'You Can't Make It Up' moments to this episode—get ready for side-splitting tales from the field that reveal the charming quirks of team dynamics. Our shop mechanic, an unsung hero, gets a special nod for keeping the gears of our business well-oiled, showcasing the impact of clear roles and communication. Whether it's the comical misadventures or the strategic genius that emerges from our collective brainstorming, this is your ticket to understanding how a culture of inclusion and clarity can be your company's secret weapon for success.
Do you want to grow your business and your profits? Is your business too dependent on you the owner? Improve or implement processes that help you grow. Eliminate stress while improving cash flow. Interested? If so check out LOS. Landscape Operating System with Peer group is for you.
Learn more here https://www.scalingscoresystem.com/los
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Good morning everyone .
Thanks for tuning in today.
Remember, if you're enjoyingthis content, if you could like
share and subscribe to the show.
It helps us get exposure andit's good stuff.
We believe we're trying to helppeople grow their business,
grow their profits, so we'rereally excited about that.
Also, if you're interested ingrowing your business, check out
(00:23):
LOS.
You can scan the QR code hereon the page or check it in the
notes.
Los is a landscape operatingsystem that helps you implement
processes in your business sothat you can grow.
They have a peer group feature,which is pretty neat.
So if you check them out, thatwould be great.
Today I'm here with the three ofus myself, bren and Dan and
(00:48):
really just you know I guessjust diving in talking a little
bit about the.
You know what we've been doingrecently.
You know yesterday we had oneof our quarterly retreats.
Dan really works on puttingthat together and you know
coordinating that.
So I think it would just beinteresting to kind of share for
companies.
(01:08):
You know.
You know what is the benefit,you know how did it come about,
you know why is it important.
And then we just talked today alittle bit about you know what
value is.
You know has brought to us andif you're not currently doing
something like that, it might begood to consider.
So I guess, just to start, andthen we always get into the you
(01:32):
can't make it up which is alwaysa fun thing to kind of share.
So just maybe I don't know if,if, dan, you want to start with
just maybe the, the quarterlymeeting, and you know what it is
, and we can just kind of goaround the room and talk about
you know why we do it, where itcame from and maybe why it's
(01:52):
beneficial.
Speaker 2 (01:56):
Yeah, so you know the whole leadership team you know
gets together.
I mean we meet every week, buteach quarter we have, you know,
kind of we block out a day, wetake the day, we try to find
someplace to go kind of a changeof scenery, um, just to have
our quarterly meeting which isbasically like, um, you know
what are some of the things thathave that have come up this
quarter.
We kind of review the lastquarter how some things went,
kind of give our processes andeverything like a rating of like
(02:19):
how it went.
You know areas that where wecan improve, we go through each
department you know, find wins,areas for improvement there and
just kind of tackle issues thatyou know involve the whole team.
So you know we have, we have,you know, owners there,
management's there, guys fromthe field are there, our
(02:40):
mechanic is there.
You know we get perspectivesfrom from everybody on how we
can kind of tackle issues andand make things even smoother
and work better.
Moving into the next quarteryeah, yeah, that's.
Speaker 1 (02:53):
That's awesome, brandon, from your perspective.
You know what, uh, um, you knowwhy is it, you know, valuable
to yours, or you know why did,why did we start it?
Maybe you know it, you know.
Okay, look at, you know eitherway.
So what are some things thatyou feel beneficial to share?
Speaker 3 (03:12):
Yeah.
So I'd say one thing is likedefinitely just getting feedback
from people at like every leveland you know everyone's
affected differently bydifferent things.
So, like I've been in adifferent, a bunch of different
companies and environments whereyou know there's always a
little bit of conflict between,you know, maybe management, or
(03:36):
they get frustrated betweenmanagement and like the field
staff, you know, and a bunch ofdifferent industries you know,
and the restaurant industry.
It was the, you know, thewaitresses and then the people
that are cooking in therestaurant.
So there's always, like this, alittle bit of friction.
So I think like one of thebiggest things is like just
trying to get that cohesiveworking together and say like,
(03:59):
hey, here's what I'm seeing fromthis side, here's what I'm
seeing from that side.
And you know, most people inlife go through where they're,
where they're, you know.
You know, if you get to aleadership or management type of
position like you've, most moreoften than not you've you've,
you know, you've been on theother side of it, so you kind of
(04:20):
know what it's like a littlebit and I think, just trying to
trying to get that cohesive bondgoing, getting feedback from
those people to make it a bettereveryday situation.
You see all kinds of memes andthings on the internet.
Like you know, the themanagement ruins the business
from, like, the field staff orthe frontline workers.
(04:40):
So, like you know, I think ourobjective is like we want it to
be a great place to work, wewant to have a lot of positivity
and we want to, we wanteveryone working cohesively
together.
So, getting input, gettingfeedback, you know, and I think
a lot of times it's just likealignment and understanding.
A lot of times when you're onone side of the coin, you don't
(05:02):
understand where the other sideof the coin is coming from.
So, like being able to attackand see both sides of the coin,
I think is like a huge deal andit just brings, like, everybody
together Cause, like you know, alot of times the other person
doesn't know what the otherperson's dealing with or going
through and they might think,you know, they might think, oh,
(05:22):
how, how hard is it to be out inthe field and be on out and
just relax and be mowing.
But there's struggles with that, right.
And then you think of someonein the office who's like, oh, it
must be nice to be fat andhappy in the office all day
right.
And then you put people inthose other positions and you're
like, wow, this is harder thanI thought it was right.
(05:42):
So I think that's the big thingand it's always funny and fun.
When you get to, you know,sample a little bit of that and
just get feedback.
You know, growing up and I'mgetting kind of lengthy here,
but like growing up, that waslike one of the things as a
field worker At one point in mylife I was always coming up with
(06:03):
ideas on how to improve things,like make my life easier, right
.
And you take it to managementand sometimes, if you have a
good manager, they acknowledgethat and they let you do
whatever it is that you feellike you need to do.
Then you have other managersthat don't and I think I've seen
that from that side of it andthat really for me has been a
big pushing point to to get thefeedback.
(06:25):
You know, and not only me, butlike our whole leadership staff
and ownership and everything hasbeen like a lot of times these.
You know, people have greatideas and we want to, you know,
give them the opportunity tovoice it and and implement if,
if it makes sense and it worksout, which more often than not
we do.
Speaker 1 (06:43):
So, yeah, I think that that's, you know, I think
it's it's really good.
I think the other thing is justbringing the people together,
like you said to to to talkabout it.
But I think being I know thisis a focus that we've talked
about this year and is reallyjust kind of being honest and
open with each other.
How many times do we like in acompany, somebody is not doing
(07:07):
something the way that you wantit and you just kind of like say
to somebody else that they'renot doing it the way that you
want?
And I think this year, one ofthe things that we've committed
to, and even on this team, andwe keep talking about it,
hopefully we do it and, uh, youknow, stay true to it, but
really just kind of talkingabout it without like having the
(07:27):
emotions affected and beinglike like getting bent out of
shape.
And I think sometimes we dancearound things that need to be
said for whatever reason.
Um, and I don't know thatthere's, there's a real thing of
you know that's not productivein any way.
So I think, like, when youbring a group together, I mean I
(07:49):
can think you know, and I'llget, I mean, a simple example of
this yesterday, you know, inour meeting.
You know we brought up, youknow we're just trying to be
positivity and I think, like alot of times, like you have guys
that like joke around orwhatever in the field and then
sometimes it just might feellike it's a little bit too far
with some things that they sayand they're great people.
(08:10):
You know they're great people,they mean really well.
But I think yesterday one ofthe things that is like a leader
, I said you know, here's a onespot that I think we just like
take it a little bit too far andit might make somebody
uncomfortable.
So I think being able to dothat is just a sign that we have
great people.
And I think even bringing thatup you know we didn't have any,
(08:31):
you know, bad energy from thatyou know we kind of talked about
it I think that's a sign oflike a strong team.
And you know it was.
You know I think it was fairlydirect, like it was pretty clear
, but it wasn't presented in abad way.
So I think the more that we cando those things and embrace,
like saying it in positive ways,you know, really brings, bring
(08:52):
the team together, I think itwould be helpful just to kind of
maybe point out what were someof the challenges, that you know
why we did this.
So the reason of like puttingtogether a group like this?
I mean, maybe you know we'rejust shop people, so I mean you
(09:16):
can hear the air compressorgoing on in the background.
You know like, well, this is wework.
We work this.
You know life.
But the idea is like what, whatcould we, what were we seeing of
why we did this?
And then so I think it's likelike, if you're seeing X, so if
you're a business owner oryou're in a company and you're
seeing these things, thesymptoms, right, what are the
(09:38):
things that should tell you thatyou need to do something like
this?
Because I think people don'talways understand, like you know
, what they're in now versuswhat this could do.
So what are some of thesymptoms?
Or maybe, why did we do it?
What were we seeing that weknew that we needed to do
something different?
Maybe, brandon, you want tostart brand, you want to start
(10:07):
to one more time for me.
So you know, for somebody thatis listening and they're saying,
like what, what were some ofthe symptoms that we saw that we
knew we needed to kind of bringtogether as a team to solve?
Speaker 3 (10:18):
um, yeah, there's probably.
That's just a little bit likedisconnect here or there.
Um, I think, like involvement.
Some of the things we've seenwas, like you know, one of the
big things we've seen is likethere's a lot, there's, there
was a lot being put on, um, justa couple shoulders, um, and it
was a lot, a lot on just a fewpeople and we just said, you
(10:40):
know, hey, as as a group, we wasa lot, a lot on just a few
people and we just said, youknow, hey, as as a group, we
have a lot of people that arevery smart, very intelligent,
have a lot of skills, you know,that are leaders on our team and
like we can get them involvedand they could just take a small
sliver of a piece of the pie tohelp out.
And, like you know, they shouldbe able to help out with a
(11:04):
little task here or there andthey're very capable.
So just trying to get theminvolved, and not only that, but
then that helps to groom themand get them set up for, like,
continuing to grow within thecompany, so getting other
opportunities, otheropportunities, which, which?
Speaker 1 (11:22):
is a really good thing, I think that I think,
like having the you knowassessing that it gives a place
for people to shine.
You know, obviously you justshare the weight of the things,
that the responsibilities.
I think that's a big thing.
You lot of times, one or twopeople hold everything, so doing
(11:42):
that is really good.
And the thing that alwaysamazes me is the talent in
people.
I mean, I get really inspiredby seeing people that have
talents that you didn't realizeyou had, but bringing them out
in people and giving them anopportunity.
And if you never give them anopportunity, they never shine
right.
So that's really, you know,really, really really exciting.
(12:08):
So you know, dan, what for you,what you know what problems did
it solve, or you know thereason that we did it.
So what were some of the thingsthat we did?
I mean, brandon touched on someof those, or you know what?
Additionally, what are somethings that we really benefited?
Speaker 2 (12:24):
by doing this by doing this I mean a lot of our,
a lot of our like processes havebeen developed or updated
through through these meetings.
I mean like some sometimessolutions to, to issues that
come up here and there can likecome up organically, but a lot
of times it it takes being veryintentional and like sitting
(12:47):
down and saying like okay's,here's some things we're gonna
discuss for one, but not justdiscuss.
Speaker 1 (12:53):
It's like here's the issue, what are the ideas about
it, what's the actual like nextstep and who's gonna do it to
actually solve the problem, sowe can cross it off the list
like an example because I thinkthe other thing I think is
always good is like if you havea real life example, it helps
people understand, like you know, this is, this is something
(13:13):
that we created or solved fromthis, or an employee thing, or
distributing the weight amongthe team members, like what
would be an example, maybe fromone from each of you that would
just kind of give a give a goodexample would just kind of give
a give a good example.
Speaker 2 (13:33):
Yeah, so, like one thing that came came up out of
it was, um, so I I kind of do uh, reviews, employee reviews,
like each week I just go overlike you know how how the week
went with with the guys, um, andsome of that information that I
kind of need in order to likeinform how that's going to go
comes from our starter, a guywho basically, you know, gets
(13:53):
the guys going in the morning,checks the trailers, and I mean
that process in general came outof the meetings but also just
kind of like refining what.
What the specific informationthat he gets in the morning that
I can then look at and it, youknow, helps me then do the
weekly reviews with the guys,has been really helpful yeah,
(14:15):
what about you, brandon?
Speaker 3 (14:18):
um, one of the first things is is, like you know,
before I'd have to be kind oflike at the shop all the time
checking in to see where we areon materials.
You know asking guys kind oflike randomly here or there like
, hey, what's this, can you giveme an update on that?
What we have material wise?
Um, because, as you know thesize company we are, we go
(14:41):
through material pretty quickly.
You know we have mulch bins ormaybe it's like you know, grass
seed or other.
You know other supplies andstuff that we have around and I
try to like make sure, as likeon the operations side you know
managing that that we have allthe supplies we need and we can
keep our guys running a wellmachine.
(15:03):
We don't want to slow them down, so that you know that became
kind like a a little bit of ahindrance because you know
there's a million other thingsthat could be doing.
So, um, you know we have, wehave a.
You know our shop mechanic.
He's there all the time.
Um, you know, eats, breedssleeves there, pretty much right
(15:24):
.
So he's, he's busy, he's thereall the.
He's constantly working onsomething, does a great job for
us and we just said, hey, he's,he's run shops before.
There's no big deal for him totake inventory every once in a
while and just give me an update.
Hey, where are we on this?
I can ask him.
He has it and we kind of takecare of it.
So, pretty, pretty good likescenario for that is that that
(15:50):
came out of that.
And he's like hey, I can easilytake care of that for you and
give you an update.
And it makes like a world ofdifference because I don't have
to pop over there all the timeto see what's going on.
You know, I can be a lot oftimes I'm on the run, I'm
training someone, I'm meetingwith customers, I might be doing
quality control, site visits,whatever it may be, and I can
(16:11):
just reach out to him hey,what's the update on this?
Or he'll automatically send itto me weekly and that just kind
of helps keep me in the know soI can continue, so I can
continue to you know, ordermaterials and just keep our guys
flowing like very organicallyand well.
Speaker 1 (16:36):
So I think that's kind of like a huge, a pretty,
pretty huge deal.
For me.
It's yeah, I think that'sthat's great.
Um, you know, a lot of thingscan be too, and again, some of
the things and I say this a lotbut just, you're looking at los
and and that systems andprocesses, like if you're really
looking to scale up yourbusiness, these are some of the
things that we, you know we needto do and can be really helpful
.
So, you know, obviously, checkthem out, scan the code.
(16:56):
But I just want to switch tothe idea of you can't make it up
.
So we always talk about thisgreat segment.
We have actually fun talkingabout this in our meeting
yesterday.
We have actually fun talkingabout this in our meeting
yesterday.
You know, we were actually, Imean, we were just rattling off
(17:18):
like things you know, you knowall the time, right.
So the idea is like there's somany things like you just can't
make up.
So I don't know if there'sanything that you know, anything
that comes to mind right nowthat you know.
Speaker 3 (17:30):
Anything that comes to mind right now yeah, I mean
for one for me is we have, youknow, I kind of touched on this
with, like putting new people inequipment or whatever but it
usually never fails.
Sometimes it's new guys,sometimes it's guys been around
for a little bit.
But you see the overconfidencefactor that comes into play and
that people have been doingsomething and they're like I'm
(17:52):
the bee's knees on it Right,like I'm the best there ever was
.
Speaker 1 (17:55):
So they get overconfident and then they try
to do things where they likethey thread the needle on stuff,
think it's like.
I think one of the things thatmakes it like them good, funny,
rateable is like when you have aspecific uh, you know,
(18:16):
obviously don't you know if weknow the person.
It's not a name, but like whereyou see it with somebody else,
but like when you can actuallylike you know you kind of laser
in on this person, did this.
It's just like, um, you know, Ialways say you'll hear me say
it many times like the guy thatstrapped down the dirt, like, um
, there's a million things, thetoilet plunger, I mean, I have a
(18:36):
couple ones that I've usedrecently yeah, but they still
make me laugh Like I can'tbelieve.
you know, the guy forgot themanual for the toilet plunger.
I mean, it's just you can thecurve and going on a main road.
Speaker 3 (19:02):
But for some reason, multiple times at the same
property, different people we'vehad people try to turn down
this tight, narrow alleyway andluckily the first time I wasn't
there.
The second time, luckily I wasthere and I'm just like, out of
all the options that we have,why are we choosing to go this
way?
Like doesn't make any sense,like it's trying to like it's
(19:25):
trying to put, like a pig down anarrow hallway that chickens go
through, like.
Speaker 2 (19:28):
What are we doing?
Like?
Speaker 3 (19:30):
there's a.
There's a cattle shoot for cowsover here and we're trying to
go through a chicken coop holelike it doesn't make any sense.
So yeah, that's my, for methat's you can't make it up, I,
I just don't I don't understand.
Speaker 1 (19:42):
It's just a flashing sign that says turn here like
yeah, so it might be danger, butjust turn here right, yeah, so
for me on that property it'sgonna be on the property map a
big x.
Speaker 3 (19:52):
Do not turn down this alleyway um, just because you
know you can't make it up.
It's like people like they getoverconfident and they want to
just like, for some reason,they're attracted.
It's like a bug to a zappinglight, like they're just
attracted to it.
Let's go to that.
There's danger over there.
Speaker 1 (20:08):
Getting cute with it.
We say yeah, and what about you?
Anything you can think ofrecently?
Speaker 2 (20:14):
Yeah, so while we're at this, you know, one of our
larger properties that we have,I was kind of going around just
doing some like double checks,just making sure a certain area
was fully done as we were movingon.
And I'm coming back to like thearea where the trailers are
parked.
You know we got multiple crewsthere and I see a guy like you
(20:34):
know walking away.
He's kind of a newer guy, youknow, hasn't been with us real
long, still kind of in training,but he's walking away with the
string trimmer, like he'sgetting ready to like string
trim again and the fuel cap isoff, it's clearly empty.
He's just like walking away,like oblivious to it.
So I don't know, you can't makeit up.
(20:56):
It's like what do you think is?
Speaker 3 (20:57):
gonna happen.
He probably put it down to putfuel in.
It got distracted and thennever put the fuel in.
It was like yep, I took care ofthat.
Speaker 1 (21:05):
Yeah, got to go live from his phone or something,
yeah.
Speaker 2 (21:10):
Off the way without the camera.
Yeah, yeah.
Speaker 1 (21:12):
Thanks for tuning in Again, reminder, just check out
LOS if you're looking to grow,scale your business, get
processes and improve yourpeople so you can grow and grow
your profits.
Check them out Again, operatingsystems with processes and peer
groups to learn from the bestof the best.
Like, share and subscribe whatwe have here.
Be great for you to share.
(21:33):
And also, don't forget to sendus in your you can't make it up.
That's always a good thing thatwe can share.
Again, we're we're compilingthings and then we're going to
start sharing them and thendoing a bracket to see, like,
who advances, and hopefully youguys can help us vote on which
one is the best.
And you know, we'll have achampion in 2024.
Uh, we'll, we'll have some good, you know, prize or something
(21:56):
that we'll come up with for that.
But, uh, or send you some gearsomething be a lot of fun, prize
or something that we'll come upwith for that but or send you
some gear or something be a lotof fun.
So send those in.
We'll, you know, start that,you know, once we have enough
and we'll go from there.
So, thanks for tuning in.
We'll see you.
See you soon.
Good morning everyone .
Thanks for tuning in today.
Remember, if you're enjoyingthis content, if you could like
share and subscribe to the show.
It helps us get exposure andit's good stuff.
We believe we're trying to helppeople grow their business,
grow their profits, so we'rereally excited about that.
Also, if you're interested ingrowing your business, check out
(00:23):
LOS.
You can scan the QR code hereon the page or check it in the
notes.
Los is a landscape operatingsystem that helps you implement
processes in your business sothat you can grow.
They have a peer group feature,which is pretty neat.
So if you check them out, thatwould be great.
Today I'm here with the three ofus myself, bren and Dan and
(00:48):
really just you know I guessjust diving in talking a little
bit about the.
You know what we've been doingrecently.
You know yesterday we had oneof our quarterly retreats.
Dan really works on puttingthat together and you know
coordinating that.
So I think it would just beinteresting to kind of share for
companies.
(01:08):
You know.
You know what is the benefit,you know how did it come about,
you know why is it important.
And then we just talked today alittle bit about you know what
value is.
You know has brought to us andif you're not currently doing
something like that, it might begood to consider.
So I guess, just to start, andthen we always get into the you
(01:32):
can't make it up which is alwaysa fun thing to kind of share.
So just maybe I don't know if,if, dan, you want to start with
just maybe the, the quarterlymeeting, and you know what it is
, and we can just kind of goaround the room and talk about
you know why we do it, where itcame from and maybe why it's
(01:52):
beneficial.
Speaker 2 (01:56):
Yeah, so you know the whole leadership team you know
gets together.
I mean we meet every week, buteach quarter we have, you know,
kind of we block out a day, wetake the day, we try to find
someplace to go kind of a changeof scenery, um, just to have
our quarterly meeting which isbasically like, um, you know
what are some of the things thathave that have come up this
quarter.
We kind of review the lastquarter how some things went,
kind of give our processes andeverything like a rating of like
(02:19):
how it went.
You know areas that where wecan improve, we go through each
department you know, find wins,areas for improvement there and
just kind of tackle issues thatyou know involve the whole team.
So you know we have, we have,you know, owners there,
management's there, guys fromthe field are there, our
(02:40):
mechanic is there.
You know we get perspectivesfrom from everybody on how we
can kind of tackle issues andand make things even smoother
and work better.
Moving into the next quarteryeah, yeah, that's.
Speaker 1 (02:53):
That's awesome, brandon, from your perspective.
You know what, uh, um, you knowwhy is it, you know, valuable
to yours, or you know why did,why did we start it?
Maybe you know it, you know.
Okay, look at, you know eitherway.
So what are some things thatyou feel beneficial to share?
Speaker 3 (03:12):
Yeah.
So I'd say one thing is likedefinitely just getting feedback
from people at like every leveland you know everyone's
affected differently bydifferent things.
So, like I've been in adifferent, a bunch of different
companies and environments whereyou know there's always a
little bit of conflict between,you know, maybe management, or
(03:36):
they get frustrated betweenmanagement and like the field
staff, you know, and a bunch ofdifferent industries you know,
and the restaurant industry.
It was the, you know, thewaitresses and then the people
that are cooking in therestaurant.
So there's always, like this, alittle bit of friction.
So I think like one of thebiggest things is like just
trying to get that cohesiveworking together and say like,
(03:59):
hey, here's what I'm seeing fromthis side, here's what I'm
seeing from that side.
And you know, most people inlife go through where they're,
where they're, you know.
You know, if you get to aleadership or management type of
position like you've, most moreoften than not you've you've,
you know, you've been on theother side of it, so you kind of
(04:20):
know what it's like a littlebit and I think, just trying to
trying to get that cohesive bondgoing, getting feedback from
those people to make it a bettereveryday situation.
You see all kinds of memes andthings on the internet.
Like you know, the themanagement ruins the business
from, like, the field staff orthe frontline workers.
(04:40):
So, like you know, I think ourobjective is like we want it to
be a great place to work, wewant to have a lot of positivity
and we want to, we wanteveryone working cohesively
together.
So, getting input, gettingfeedback, you know, and I think
a lot of times it's just likealignment and understanding.
A lot of times when you're onone side of the coin, you don't
(05:02):
understand where the other sideof the coin is coming from.
So, like being able to attackand see both sides of the coin,
I think is like a huge deal andit just brings, like, everybody
together Cause, like you know, alot of times the other person
doesn't know what the otherperson's dealing with or going
through and they might think,you know, they might think, oh,
(05:22):
how, how hard is it to be out inthe field and be on out and
just relax and be mowing.
But there's struggles with that, right.
And then you think of someonein the office who's like, oh, it
must be nice to be fat andhappy in the office all day
right.
And then you put people inthose other positions and you're
like, wow, this is harder thanI thought it was right.
(05:42):
So I think that's the big thingand it's always funny and fun.
When you get to, you know,sample a little bit of that and
just get feedback.
You know, growing up and I'mgetting kind of lengthy here,
but like growing up, that waslike one of the things as a
field worker At one point in mylife I was always coming up with
(06:03):
ideas on how to improve things,like make my life easier, right
.
And you take it to managementand sometimes, if you have a
good manager, they acknowledgethat and they let you do
whatever it is that you feellike you need to do.
Then you have other managersthat don't and I think I've seen
that from that side of it andthat really for me has been a
big pushing point to to get thefeedback.
(06:25):
You know, and not only me, butlike our whole leadership staff
and ownership and everything hasbeen like a lot of times these.
You know, people have greatideas and we want to, you know,
give them the opportunity tovoice it and and implement if,
if it makes sense and it worksout, which more often than not
we do.
Speaker 1 (06:43):
So, yeah, I think that that's, you know, I think
it's it's really good.
I think the other thing is justbringing the people together,
like you said to to to talkabout it.
But I think being I know thisis a focus that we've talked
about this year and is reallyjust kind of being honest and
open with each other.
How many times do we like in acompany, somebody is not doing
(07:07):
something the way that you wantit and you just kind of like say
to somebody else that they'renot doing it the way that you
want?
And I think this year, one ofthe things that we've committed
to, and even on this team, andwe keep talking about it,
hopefully we do it and, uh, youknow, stay true to it, but
really just kind of talkingabout it without like having the
(07:27):
emotions affected and beinglike like getting bent out of
shape.
And I think sometimes we dancearound things that need to be
said for whatever reason.
Um, and I don't know thatthere's, there's a real thing of
you know that's not productivein any way.
So I think, like, when youbring a group together, I mean I
(07:49):
can think you know, and I'llget, I mean, a simple example of
this yesterday, you know, inour meeting.
You know we brought up, youknow we're just trying to be
positivity and I think, like alot of times, like you have guys
that like joke around orwhatever in the field and then
sometimes it just might feellike it's a little bit too far
with some things that they sayand they're great people.
(08:10):
You know they're great people,they mean really well.
But I think yesterday one ofthe things that is like a leader
, I said you know, here's a onespot that I think we just like
take it a little bit too far andit might make somebody
uncomfortable.
So I think being able to dothat is just a sign that we have
great people.
And I think even bringing thatup you know we didn't have any,
(08:31):
you know, bad energy from thatyou know we kind of talked about
it I think that's a sign oflike a strong team.
And you know it was.
You know I think it was fairlydirect, like it was pretty clear
, but it wasn't presented in abad way.
So I think the more that we cando those things and embrace,
like saying it in positive ways,you know, really brings, bring
(08:52):
the team together, I think itwould be helpful just to kind of
maybe point out what were someof the challenges, that you know
why we did this.
So the reason of like puttingtogether a group like this?
I mean, maybe you know we'rejust shop people, so I mean you
(09:16):
can hear the air compressorgoing on in the background.
You know like, well, this is wework.
We work this.
You know life.
But the idea is like what, whatcould we, what were we seeing of
why we did this?
And then so I think it's likelike, if you're seeing X, so if
you're a business owner oryou're in a company and you're
seeing these things, thesymptoms, right, what are the
(09:38):
things that should tell you thatyou need to do something like
this?
Because I think people don'talways understand, like you know
, what they're in now versuswhat this could do.
So what are some of thesymptoms?
Or maybe, why did we do it?
What were we seeing that weknew that we needed to do
something different?
Maybe, brandon, you want tostart brand, you want to start
(10:07):
to one more time for me.
So you know, for somebody thatis listening and they're saying,
like what, what were some ofthe symptoms that we saw that we
knew we needed to kind of bringtogether as a team to solve?
Speaker 3 (10:18):
um, yeah, there's probably.
That's just a little bit likedisconnect here or there.
Um, I think, like involvement.
Some of the things we've seenwas, like you know, one of the
big things we've seen is likethere's a lot, there's, there
was a lot being put on, um, justa couple shoulders, um, and it
was a lot, a lot on just a fewpeople and we just said, you
(10:40):
know, hey, as as a group, we wasa lot, a lot on just a few
people and we just said, youknow, hey, as as a group, we
have a lot of people that arevery smart, very intelligent,
have a lot of skills, you know,that are leaders on our team and
like we can get them involvedand they could just take a small
sliver of a piece of the pie tohelp out.
And, like you know, they shouldbe able to help out with a
(11:04):
little task here or there andthey're very capable.
So just trying to get theminvolved, and not only that, but
then that helps to groom themand get them set up for, like,
continuing to grow within thecompany, so getting other
opportunities, otheropportunities, which, which?
Speaker 1 (11:22):
is a really good thing, I think that I think,
like having the you knowassessing that it gives a place
for people to shine.
You know, obviously you justshare the weight of the things,
that the responsibilities.
I think that's a big thing.
You lot of times, one or twopeople hold everything, so doing
(11:42):
that is really good.
And the thing that alwaysamazes me is the talent in
people.
I mean, I get really inspiredby seeing people that have
talents that you didn't realizeyou had, but bringing them out
in people and giving them anopportunity.
And if you never give them anopportunity, they never shine
right.
So that's really, you know,really, really really exciting.
(12:08):
So you know, dan, what for you,what you know what problems did
it solve, or you know thereason that we did it.
So what were some of the thingsthat we did?
I mean, brandon touched on someof those, or you know what?
Additionally, what are somethings that we really benefited?
Speaker 2 (12:24):
by doing this by doing this I mean a lot of our,
a lot of our like processes havebeen developed or updated
through through these meetings.
I mean like some sometimessolutions to, to issues that
come up here and there can likecome up organically, but a lot
of times it it takes being veryintentional and like sitting
(12:47):
down and saying like okay's,here's some things we're gonna
discuss for one, but not justdiscuss.
Speaker 1 (12:53):
It's like here's the issue, what are the ideas about
it, what's the actual like nextstep and who's gonna do it to
actually solve the problem, sowe can cross it off the list
like an example because I thinkthe other thing I think is
always good is like if you havea real life example, it helps
people understand, like you know, this is, this is something
(13:13):
that we created or solved fromthis, or an employee thing, or
distributing the weight amongthe team members, like what
would be an example, maybe fromone from each of you that would
just kind of give a give a goodexample would just kind of give
a give a good example.
Speaker 2 (13:33):
Yeah, so, like one thing that came came up out of
it was, um, so I I kind of do uh, reviews, employee reviews,
like each week I just go overlike you know how how the week
went with with the guys, um, andsome of that information that I
kind of need in order to likeinform how that's going to go
comes from our starter, a guywho basically, you know, gets
(13:53):
the guys going in the morning,checks the trailers, and I mean
that process in general came outof the meetings but also just
kind of like refining what.
What the specific informationthat he gets in the morning that
I can then look at and it, youknow, helps me then do the
weekly reviews with the guys,has been really helpful yeah,
(14:15):
what about you, brandon?
Speaker 3 (14:18):
um, one of the first things is is, like you know,
before I'd have to be kind oflike at the shop all the time
checking in to see where we areon materials.
You know asking guys kind oflike randomly here or there like
, hey, what's this, can you giveme an update on that?
What we have material wise?
Um, because, as you know thesize company we are, we go
(14:41):
through material pretty quickly.
You know we have mulch bins ormaybe it's like you know, grass
seed or other.
You know other supplies andstuff that we have around and I
try to like make sure, as likeon the operations side you know
managing that that we have allthe supplies we need and we can
keep our guys running a wellmachine.
(15:03):
We don't want to slow them down, so that you know that became
kind like a a little bit of ahindrance because you know
there's a million other thingsthat could be doing.
So, um, you know we have, wehave a.
You know our shop mechanic.
He's there all the time.
Um, you know, eats, breedssleeves there, pretty much right
(15:24):
.
So he's, he's busy, he's thereall the.
He's constantly working onsomething, does a great job for
us and we just said, hey, he's,he's run shops before.
There's no big deal for him totake inventory every once in a
while and just give me an update.
Hey, where are we on this?
I can ask him.
He has it and we kind of takecare of it.
So, pretty, pretty good likescenario for that is that that
(15:50):
came out of that.
And he's like hey, I can easilytake care of that for you and
give you an update.
And it makes like a world ofdifference because I don't have
to pop over there all the timeto see what's going on.
You know, I can be a lot oftimes I'm on the run, I'm
training someone, I'm meetingwith customers, I might be doing
quality control, site visits,whatever it may be, and I can
(16:11):
just reach out to him hey,what's the update on this?
Or he'll automatically send itto me weekly and that just kind
of helps keep me in the know soI can continue, so I can
continue to you know, ordermaterials and just keep our guys
flowing like very organicallyand well.
Speaker 1 (16:36):
So I think that's kind of like a huge, a pretty,
pretty huge deal.
For me.
It's yeah, I think that'sthat's great.
Um, you know, a lot of thingscan be too, and again, some of
the things and I say this a lotbut just, you're looking at los
and and that systems andprocesses, like if you're really
looking to scale up yourbusiness, these are some of the
things that we, you know we needto do and can be really helpful
.
So, you know, obviously, checkthem out, scan the code.
(16:56):
But I just want to switch tothe idea of you can't make it up
.
So we always talk about thisgreat segment.
We have actually fun talkingabout this in our meeting
yesterday.
We have actually fun talkingabout this in our meeting
yesterday.
You know, we were actually, Imean, we were just rattling off
(17:18):
like things you know, you knowall the time, right.
So the idea is like there's somany things like you just can't
make up.
So I don't know if there'sanything that you know, anything
that comes to mind right nowthat you know.
Speaker 3 (17:30):
Anything that comes to mind right now yeah, I mean
for one for me is we have, youknow, I kind of touched on this
with, like putting new people inequipment or whatever but it
usually never fails.
Sometimes it's new guys,sometimes it's guys been around
for a little bit.
But you see the overconfidencefactor that comes into play and
that people have been doingsomething and they're like I'm
(17:52):
the bee's knees on it Right,like I'm the best there ever was
.
Speaker 1 (17:55):
So they get overconfident and then they try
to do things where they likethey thread the needle on stuff,
think it's like.
I think one of the things thatmakes it like them good, funny,
rateable is like when you have aspecific uh, you know,
(18:16):
obviously don't you know if weknow the person.
It's not a name, but like whereyou see it with somebody else,
but like when you can actuallylike you know you kind of laser
in on this person, did this.
It's just like, um, you know, Ialways say you'll hear me say
it many times like the guy thatstrapped down the dirt, like, um
, there's a million things, thetoilet plunger, I mean, I have a
(18:36):
couple ones that I've usedrecently yeah, but they still
make me laugh Like I can'tbelieve.
you know, the guy forgot themanual for the toilet plunger.
I mean, it's just you can thecurve and going on a main road.
Speaker 3 (19:02):
But for some reason, multiple times at the same
property, different people we'vehad people try to turn down
this tight, narrow alleyway andluckily the first time I wasn't
there.
The second time, luckily I wasthere and I'm just like, out of
all the options that we have,why are we choosing to go this
way?
Like doesn't make any sense,like it's trying to like it's
(19:25):
trying to put, like a pig down anarrow hallway that chickens go
through, like.
Speaker 2 (19:28):
What are we doing?
Like?
Speaker 3 (19:30):
there's a.
There's a cattle shoot for cowsover here and we're trying to
go through a chicken coop holelike it doesn't make any sense.
So yeah, that's my, for methat's you can't make it up, I,
I just don't I don't understand.
Speaker 1 (19:42):
It's just a flashing sign that says turn here like
yeah, so it might be danger, butjust turn here right, yeah, so
for me on that property it'sgonna be on the property map a
big x.
Speaker 3 (19:52):
Do not turn down this alleyway um, just because you
know you can't make it up.
It's like people like they getoverconfident and they want to
just like, for some reason,they're attracted.
It's like a bug to a zappinglight, like they're just
attracted to it.
Let's go to that.
There's danger over there.
Speaker 1 (20:08):
Getting cute with it.
We say yeah, and what about you?
Anything you can think ofrecently?
Speaker 2 (20:14):
Yeah, so while we're at this, you know, one of our
larger properties that we have,I was kind of going around just
doing some like double checks,just making sure a certain area
was fully done as we were movingon.
And I'm coming back to like thearea where the trailers are
parked.
You know we got multiple crewsthere and I see a guy like you
(20:34):
know walking away.
He's kind of a newer guy, youknow, hasn't been with us real
long, still kind of in training,but he's walking away with the
string trimmer, like he'sgetting ready to like string
trim again and the fuel cap isoff, it's clearly empty.
He's just like walking away,like oblivious to it.
So I don't know, you can't makeit up.
(20:56):
It's like what do you think is?
Speaker 3 (20:57):
gonna happen.
He probably put it down to putfuel in.
It got distracted and thennever put the fuel in.
It was like yep, I took care ofthat.
Speaker 1 (21:05):
Yeah, got to go live from his phone or something,
yeah.
Speaker 2 (21:10):
Off the way without the camera.
Yeah, yeah.
Speaker 1 (21:12):
Thanks for tuning in Again, reminder, just check out
LOS if you're looking to grow,scale your business, get
processes and improve yourpeople so you can grow and grow
your profits.
Check them out Again, operatingsystems with processes and peer
groups to learn from the bestof the best.
Like, share and subscribe whatwe have here.
Be great for you to share.
(21:33):
And also, don't forget to sendus in your you can't make it up.
That's always a good thing thatwe can share.
Again, we're we're compilingthings and then we're going to
start sharing them and thendoing a bracket to see, like,
who advances, and hopefully youguys can help us vote on which
one is the best.
And you know, we'll have achampion in 2024.
Uh, we'll, we'll have some good, you know, prize or something
(21:56):
that we'll come up with for that.
But, uh, or send you some gearsomething be a lot of fun, prize
or something that we'll come upwith for that but or send you
some gear or something be a lotof fun.
So send those in.
We'll, you know, start that,you know, once we have enough
and we'll go from there.
So, thanks for tuning in.
We'll see you.
See you soon.
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