WEBVTT

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Hello, welcome back. I'm Zee. Hey, Zee. Hello,

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Rowan. How are you? Good, thank you. That's good.

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Hello, everyone. We have Ian again. Woohoo! Hello,

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Ian. Hello. Welcome back to the Business Abundance

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podcast. Jeez, thanks for having me. Today, we're

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going to be talking about improving employee

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morale before COVID -19. Working at home seemed

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super innovative and few companies actually set

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it up. And now... We're all experiencing it.

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So that's just one example of how businesses

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have changed and an example we can touch on when

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we talk about employee morale, because how do

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you keep people excited from their own homes?

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I think the question is how do they stay excited

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at their own home? Fun and games. So we're going

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to chat using examples from Google and a few

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of our own businesses. So looking forward to

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talking about that. Well, that's an interesting

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one because we all work at home too. We do at

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home. Business abundance. We don't have offices.

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We can use our examples. We work wherever we

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want. And whether you employ people or not, employee

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morale, I think everyone can understand because

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you might not employ people, but you've been

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employed by people. So, why is it important?

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There's a lot of obvious reasons. Happy people,

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good people. Happy workforce, generally good

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workforce. Happy people, solve problems. Unhappy

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people, probably make problems. Happy employees

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happy clients There's a lot of things that you

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know, you pretty much say like that and people

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go. Yep. That's right You know, it's not always

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the case but majority of the time good things

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are gonna happen when people are happy and you

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know and stimulated So if you have a business

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where people don't want to be there people don't

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want to work there people hate being there people

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Dread the thought of going to work. They're not

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gonna be doing a good job They're not going to

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be when you you know if you expect little things

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to be done They're not going to do them You know

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if they can avoid doing it and no one's going

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to know they're just not going to do it because

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I don't want to be there Whereas if someone's

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happy and they want to do a good job. They want

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to look after the clients They want to have a

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good day They like the people they work with

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or they like what the business is about they're

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going to do everything that needs to be done

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To make everything go well so One it's about

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having a good business, but two it's been being

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a good employer, if you've got happy people then

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generally you're doing some things right and

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you're making some people's lives better. Whereas

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if you've got unhappy people, well you're probably

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doing the opposite, you're probably making some

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lives miserable. Which, you know, some people

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might like, but personally no. In 2013, I remember

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watching the internship and... How old were you

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then, Zee? I was 12. Anyway, so I what's the

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um, what's the rating on this? Were you allowed

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to watch that show? Interesting. I think it's

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PG 13 plus. I had 13 plus. Oh, that's terrible.

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Anyway, anyway, it draws light on the Google

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workplace, which was probably my first exposure

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to Google. um and the google the the google is

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that on the interwebs um so you you saw that

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there's this huge slide in this business and

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um yeah that was pretty modern that's very cool

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considering i was i grew up thinking that a business

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just had to be four walls little office dividers

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no windows no windows an old coffee machine and

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lots of paper with a printer in the corner that

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barely works. You had an interesting childhood

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if you were thinking about that when you were

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12. I'm an entrepreneur. So anyway, this movie

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comes out and they've given us a snapshot of

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what Google looks like and there's this huge

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slide and people are going down this slide and

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they have these little nooks and crannies where

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they can work from. There's like bean bags and

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tennis tables. Free food, I remember that. Bro,

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food, yes. Yeah, you can't forget the food. Yeah.

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How cool is that? And so now when you think about

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it, those employees must be so happy and well,

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you'd hope so. Well, you'd think that those things

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would make them happier. Whether they're happy

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or not, you don't know, but definitely going

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to make them happier. Yeah. And I guess Google's

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idea is that it's going to reduce turnover. Turnover

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is I Mean if you have a high turnover, you're

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gonna assume that something is wrong with your

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employee morale. Would you know? Yeah, definitely.

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Yeah, I think I'm on here but It's not just turnover.

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It's about getting the right people were attracted

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them to your business as well or making them

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Productive or getting the right results or the

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right headspace to do what they need to do. Yeah,

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so there's a lot of exposure to the Google The

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Google. The Google workplace, the Google culture.

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We know the Google sounds ridiculous. I just

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remember working with this man who will listen

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to this, so he'll know what we're talking about.

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But we kept telling him to Google things. If

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you need to know, just Google it. And he called

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it the Google. He's like, oh, I'll ask the Google.

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So now I just can't help but call it the Google.

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I'm going to jump on the line. It's from the

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movie. It's great. On the line. It's online.

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Yeah, I'm going to go on the line. Anyway, so

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Google has created this workplace culture that

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is built on data. So they have developed, they've

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used all this data to work out, for example,

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how long should you be waiting or how long do

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people want to wait in their cafeteria line for?

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And they've found that three to four minutes

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is the maximum without wasting time. That's a

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cool concept. I mean waiting in line for lunch

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is probably not something that employees want

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to do. So you know you're doing a few things

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right when you're looking at problems like that

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to fix your cafe lines for people's lunches.

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I think that's fantastic. That's good. Yeah.

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Their work environment like we talked about has

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bean bags and hairdressers, chill out areas.

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What do they do for people without hair? Head

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shining. I don't know. Rowan's thinking about

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a job at Google and needs to cover all their

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bases. Oh, I thought about trying the test and

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see what happens. He's not, yeah, he's not going

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to be the only one because Google now has over

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two million applications a year, which is highly

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impressive. They do the six second test where

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they review their resume, someone's resume, and

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if it doesn't grapple, like get them in six seconds,

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then it's thrown out. So you basically just lead

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with the cover page of a puppy and that's going

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to get someone's attention for six seconds. Just

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stick my face on there and just be like, here's

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me. That's it. One second, no. She hasn't got

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enough life experience. So in terms of maternity

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leave and all the women that they employ, they

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have 18 months paid maternity leave if they choose

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to use that. That's awesome. 18 weeks, not 18

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months. I was about to say, I was working out

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how you do that. Actually, 18 weeks is not good

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enough, Google. 18 months I would prefer. You

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would? Year and a half maternity leave, yeah.

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Okay. Be great. Sorry Google. First chink in

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the armour. Yeah, what's the standard? Especially

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in the US, I'm not sure what it is in the US,

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but it's probably not a lot. US is terrible.

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Yeah. Anyway, someone could let me know. It doesn't

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really matter. It's fantastic that they actually

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offer that to the people who would like to use

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it. And it means that women have the option to

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stick at work instead of having to leave. And

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then they also have the flat organisational structure.

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And that is where an intern, for example, has

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direct access to the CEO. They're able to communicate

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freely without going through the levels of management

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bureaucracy Yes, which has led to the downfall

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of many businesses Except public servants they

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seem to keep their business intact even though

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that's levels upon levels of bureaucracy Controversy

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yeah Their core values they literally have them

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written out for everyone to see in the the things

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we know we know to be true And people can move

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within the company for their position. So if

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they decide that They've had enough in this position.

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I'm sick of talking to people. I'm gonna become

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a code monkey Yeah, exactly and they will get

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trained and they will move which is fantastic

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considering that means that people move within

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the business their experience and They're keeping

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the people they think are talented. Yeah. So,

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the same is for Facebook, actually, with the

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flat organisational structure. Ooh, Facebook.

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I know, but I think the idea behind it is very

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good. They have the shared tables where an intern

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can sit with a person of leadership. They have

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the fishbowl where Mark Zuckerberg is... accessible

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through class, but he's working there. He's sitting

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there, not on the 74th floor, but he's sitting

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there on the same. Yeah. And he's a real person.

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They have the Friday Q and A's with Mark. And

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so they have direct access to information and

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leadership. All of these things, I think are

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highly valuable for employee morale. Yeah. It's

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interesting because obviously there's some different

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views around Facebook at this recording, but

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just because someone's good or someone's bad

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doesn't mean we can't take good things or learn

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things from a business. I think I said in a previous

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podcast, if you want some advice or you're struggling

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with something, go look at a business that does

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it really well, not just a successful business

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because they might be doing the same wrong things

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or might having the same problems. But if you

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can go look at a business or regardless of what

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you think about and go, hey, this bit's good.

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I can see how that's good, you know, it's a very

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good school to have. So why would a business

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put so much effort and so much money and time

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to increase employee morale? Is that a question?

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Yeah, for me. I think it started with why, so

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yeah. It's got a question mark at the end of

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it. Yeah, it just sort of faded away. Yeah, so

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why are they going to do it? We've talked about

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a couple of things I just touched on, but getting

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good employees. If you want the best people,

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where do the best people want to be? The best

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people want to be in the place that they want

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to be, so having a good setup. is definitely

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important to recruit the best talent. If you

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had a choice between a workplace where you could

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sort of sit where you want, work how you want,

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do a good job, it's up to you to make it happen.

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They'll feed you lunch. There's 20 different

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choices that you can choose from. You can get

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a snack any time of the day, and all you've got

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to do is do your job really well. I don't know

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about you, but if I was gonna go work somewhere,

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that sounds pretty good, you know? The prerequisite

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there is that you've got to do your job. They

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know what you're doing and what you're not doing.

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If you're not doing that, the perks don't apply

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because you're not going to work there. But for

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the people that are doing a good job and dominating,

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that's a place that they're going to want to

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be. Looking at other workplaces, a lot of business

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owners often say, they go, oh, I can't find good

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people. They'll work somewhere else. They don't

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want too much money. Blah, blah, blah. Why would

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they work for you? And they'll say, oh I'm a

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good boss. In reality, they do the minimum entitlements,

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they make people do their, they don't give them

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empowerment, there's no progression past whatever

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the job is, they just want more people to work

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so they can make more money. That's what it comes

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down to, or take something off their plate, but

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they're not trying to make a good environment.

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So number one, good workplaces gonna help you

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get better talent, get better people working

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for you. And so you touched on turnover. People

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leaving a business is a big cost. You've got

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to find someone else. You've got to train someone

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else. They might work out, they might not. They

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might be as good, they might not. but just that

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recruitment process, often it's tens of thousands

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of dollars just to find someone. By the time

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you, if you work out the time, you work out the,

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if you've got a recruitment cost, it depends

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what your role is, you know, advertising, downtime

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of not having a person in place, you know, there's

00:14:06.950 --> 00:14:08.789
a few costs you can think of, but then if you

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add in training, how long does it take for them

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to get to where they, you know, the other person

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was? That's a cost to the business as well, so.

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Depending on your organization, like even an

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electrician, if you lose a qualified tech electrician

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that's really, really good at their job and you've

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got to replace them with someone, that can be

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tens of thousands of dollars by the time you

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train them on the system. You get them productive,

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you get them figuring out how your business runs,

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and that's pretty much someone that a qualified

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electrician should be able to do what another

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qualified electrician does. So then you've got

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businesses like Google where you've got different

00:14:43.220 --> 00:14:45.299
operating environments, you've got systems they

00:14:45.299 --> 00:14:47.580
need to understand, processes and things that

00:14:47.580 --> 00:14:49.940
people have to get used to to fit into the team

00:14:49.940 --> 00:14:52.740
and thousands and thousands and thousands of

00:14:52.740 --> 00:14:55.879
employees. The cost to get a new person when

00:14:55.879 --> 00:14:59.740
someone leaves is massive. So you want to do

00:14:59.740 --> 00:15:02.200
whatever you can if you've got good people that

00:15:02.200 --> 00:15:06.590
fit in. And we talked about, I think in the first

00:15:06.590 --> 00:15:09.289
episode, about treating business like a machine.

00:15:09.549 --> 00:15:12.669
You build this machine to be a process that you

00:15:12.669 --> 00:15:17.429
can expect a good result. A bit breaks, and then

00:15:17.429 --> 00:15:21.350
you've got to make a new part from scratch. That's

00:15:21.350 --> 00:15:24.509
the big downtime in your machine, whereas if

00:15:24.509 --> 00:15:27.789
that part never breaks, it's still there. It's

00:15:27.789 --> 00:15:30.350
doing a great job day in, day out. Well, that's

00:15:30.350 --> 00:15:33.779
the best scenario. So you're going to find with

00:15:33.779 --> 00:15:35.139
a good workplace, you're going to find you'll

00:15:35.139 --> 00:15:37.200
get better people which in turn is going to help

00:15:37.200 --> 00:15:39.240
your business and make all the other good people

00:15:39.240 --> 00:15:42.179
happy. But you'll find that the ones you've got

00:15:42.179 --> 00:15:44.759
hopefully won't leave as well or won't leave

00:15:44.759 --> 00:15:49.360
because of your business. So Google is such an

00:15:49.360 --> 00:15:55.299
exceptional standard. I am thinking about how

00:15:55.299 --> 00:16:01.730
would a small business implement activities or

00:16:01.730 --> 00:16:05.730
incentives for employees to come to work with

00:16:05.730 --> 00:16:09.370
them and also how would they do that now that

00:16:09.370 --> 00:16:12.909
some people are living from working from home

00:16:12.909 --> 00:16:16.769
yeah and covid restrictions are happening pretty

00:16:16.769 --> 00:16:19.990
serious straight into the the juicy details but

00:16:19.990 --> 00:16:21.490
so much to cover i think there's another reason

00:16:21.490 --> 00:16:23.470
too because there's a lot to cover in this podcast

00:16:23.470 --> 00:16:25.850
i guess but um we're talking about turnover we're

00:16:25.850 --> 00:16:28.039
talking about recruitment but you've got What's

00:16:28.039 --> 00:16:30.179
businesses businesses are there to make happy

00:16:30.179 --> 00:16:32.259
customers because happy customers are buying

00:16:32.259 --> 00:16:34.659
something that you know makes the business money

00:16:34.659 --> 00:16:37.559
and that gives everyone a job and whatnot so

00:16:37.559 --> 00:16:41.299
the third reason mainly for happy employees is

00:16:41.299 --> 00:16:43.779
Customer satisfaction if you've got great employee

00:16:43.779 --> 00:16:47.039
morale people good people doing good things you

00:16:47.039 --> 00:16:49.500
can have really happy customers and Whatever

00:16:49.500 --> 00:16:50.879
your business does is going to be having a bit

00:16:50.879 --> 00:16:52.879
of an impact on the world or you know its clients.

00:16:53.019 --> 00:16:55.450
That's a What Richard Branson says, if you've

00:16:55.450 --> 00:16:58.429
got happy employees, you've got great customers.

00:16:59.850 --> 00:17:03.230
Richard Branson, I don't know him personally,

00:17:03.389 --> 00:17:07.529
obviously, but he's got a lot of companies. Some

00:17:07.529 --> 00:17:09.430
people in small business, they can't even manage

00:17:09.430 --> 00:17:11.549
one. It's crazy, he's out of control. What's

00:17:11.549 --> 00:17:15.829
he got going on? Hundreds. But he's about empowering

00:17:15.829 --> 00:17:18.009
his employees and letting these people do what

00:17:18.009 --> 00:17:19.630
they need to do and what can he do to help them.

00:17:20.200 --> 00:17:21.740
So, you know, I haven't worked with him, but

00:17:21.740 --> 00:17:25.180
it seemed to work pretty well for him. It's a

00:17:25.180 --> 00:17:27.500
lot written about him and you can look it all

00:17:27.500 --> 00:17:30.559
up. But yeah, it's a good example. There's a

00:17:30.559 --> 00:17:32.720
fella here in Tasmania who died a couple years

00:17:32.720 --> 00:17:37.299
ago, Brian Inder. Tasmasia. Created Tasmasia.

00:17:37.299 --> 00:17:40.740
I got to work with him a few years ago and having

00:17:40.740 --> 00:17:45.500
a coffee up at Tasmasia and he said his exact

00:17:45.500 --> 00:17:48.000
words were, people think I'm really, really clever

00:17:48.000 --> 00:17:50.500
with what I've done. You know what makes me clever

00:17:50.500 --> 00:17:52.279
is I get the right people and then I let them

00:17:52.279 --> 00:17:56.779
do their job. Yeah, yeah 100 % And you think

00:17:56.779 --> 00:17:59.480
about your sports teams as a good example, too

00:17:59.480 --> 00:18:01.960
If you've got a happy team and you're getting

00:18:01.960 --> 00:18:03.339
out of the way you're giving them all the tools

00:18:03.339 --> 00:18:06.420
they need Let them go about do the things you're

00:18:06.420 --> 00:18:08.000
gonna get good results But if you're trying to

00:18:08.000 --> 00:18:10.420
control every single aspect of what every single

00:18:10.420 --> 00:18:13.240
person does and try to whip them into line You're

00:18:13.240 --> 00:18:15.829
not gonna have a good team It's a no -brainer,

00:18:16.190 --> 00:18:18.849
so business is pretty similar. But yeah, so for

00:18:18.849 --> 00:18:22.250
small business, that's a pretty big question

00:18:22.250 --> 00:18:24.990
you asked, but what are some things that small

00:18:24.990 --> 00:18:29.809
businesses can do? It probably depends on what

00:18:29.809 --> 00:18:31.950
products or services you're delivering. If you're

00:18:31.950 --> 00:18:33.829
a retail, bricks and mortar store, it's probably

00:18:33.829 --> 00:18:35.450
a bit hard to say. People can work from home.

00:18:36.119 --> 00:18:37.880
people working from home is not necessarily a

00:18:37.880 --> 00:18:41.539
perk. I remember, Zee, when you first came for

00:18:41.539 --> 00:18:43.160
your interview with us, I said, look, working

00:18:43.160 --> 00:18:46.599
from home can be lonely. I was like, what's the

00:18:46.599 --> 00:18:48.180
friends and family situation like? Because if

00:18:48.180 --> 00:18:50.700
you don't have that, you're going to hate life

00:18:50.700 --> 00:18:55.140
working from home. So for some people, it's a

00:18:55.140 --> 00:18:57.000
big problem because they don't get the interaction.

00:18:57.860 --> 00:19:00.359
We talked previously about burnout. I said, we'll

00:19:00.359 --> 00:19:01.700
spend some more time with your friends and family.

00:19:01.799 --> 00:19:03.819
But for employees, sometimes going to work is

00:19:03.819 --> 00:19:06.619
their downtime because the stress is elsewhere.

00:19:08.119 --> 00:19:13.059
So you can't necessarily just carbon or copy

00:19:13.059 --> 00:19:15.059
what another business doesn't say it's going

00:19:15.059 --> 00:19:17.799
to work for you. But talking to your employees

00:19:17.799 --> 00:19:19.680
is a good thing. Hey, what are your problems?

00:19:19.900 --> 00:19:25.279
Like what's annoying you? What annoys you every

00:19:25.279 --> 00:19:27.900
day? What pisses you off? you'll probably get

00:19:27.900 --> 00:19:30.039
a whole bunch of things. Some might be ridiculous.

00:19:31.319 --> 00:19:32.579
Yeah, that's fine. You don't have to implant

00:19:32.579 --> 00:19:34.559
it all. So you can say, hey, what a noise. Or

00:19:34.559 --> 00:19:36.200
you ask me, you won't do anything about it anyway.

00:19:38.059 --> 00:19:40.000
So, you know, there's a few things we can change

00:19:40.000 --> 00:19:41.700
and it makes sense. I'm happy to, you know, we

00:19:41.700 --> 00:19:43.640
want to make this the best place we can. Within

00:19:43.640 --> 00:19:45.559
reason, like we can't change the world overnight.

00:19:46.039 --> 00:19:49.519
I hate how you expect me to do my job. Damn it.

00:19:50.000 --> 00:19:51.880
Yeah. Yeah. Well, okay. Well, you don't have

00:19:51.880 --> 00:19:55.180
to do your job anymore. See you later. That'd

00:19:55.180 --> 00:19:58.619
be ruthless, wouldn't it? But yeah, I think the

00:19:58.619 --> 00:20:00.420
people working for you might know a few things.

00:20:01.220 --> 00:20:03.539
It might be as simple as, I just really hate

00:20:03.539 --> 00:20:06.140
how three people in the office always show up

00:20:06.140 --> 00:20:08.339
late and no one ever does anything about it.

00:20:08.700 --> 00:20:10.720
Well, that's going to be a huge impact on employee

00:20:10.720 --> 00:20:13.440
morale. So it's not about having ping pong tables

00:20:13.440 --> 00:20:15.960
in your office necessarily. It's about what are

00:20:15.960 --> 00:20:17.759
the problems people experience and trying to

00:20:17.759 --> 00:20:21.109
solve those problems. And then there's the flip

00:20:21.109 --> 00:20:23.369
side of, well, how can we make this the best

00:20:23.369 --> 00:20:26.410
place to work? So sometimes people go, oh, our

00:20:26.410 --> 00:20:27.910
wages are lower than everyone else, we can't

00:20:27.910 --> 00:20:29.730
afford to pay people higher so they go work elsewhere.

00:20:30.390 --> 00:20:32.609
Well, people don't always want the money. What

00:20:32.609 --> 00:20:35.549
other things do you do? Well, we let people choose

00:20:35.549 --> 00:20:39.809
their own work hours. That's a huge perk. Oh,

00:20:39.809 --> 00:20:42.210
we make 150 bucks less a week, but I can look

00:20:42.210 --> 00:20:44.309
after my kids two days a week and I can do this

00:20:44.309 --> 00:20:46.170
and we can move this around and I go play golf

00:20:46.170 --> 00:20:49.269
or whatever. I'm still doing my job because it

00:20:49.269 --> 00:20:52.890
comes back to that. But we've got these different

00:20:52.890 --> 00:20:56.589
things in place. The number one reason people

00:20:56.589 --> 00:20:59.269
leave a job isn't money. Correct. It's feeling

00:20:59.269 --> 00:21:02.470
like they're not valued. Yeah. 100%. And usually

00:21:02.470 --> 00:21:04.150
there's a lot of warning signs before someone

00:21:04.150 --> 00:21:08.839
leaves. They'll say... not happy. Yep. They'll

00:21:08.839 --> 00:21:10.859
show they're not happy. Yeah. They'll probably

00:21:10.859 --> 00:21:12.900
kick a few doors down and then eventually they'll

00:21:12.900 --> 00:21:14.559
leave because either no one heard them or no

00:21:14.559 --> 00:21:17.559
one cared or people thought, oh, they're too

00:21:17.559 --> 00:21:19.079
afraid to leave. But at the end of the day, if

00:21:19.079 --> 00:21:20.180
you've got employees working for you, they can

00:21:20.180 --> 00:21:23.039
go work anywhere. You don't need too much money

00:21:23.039 --> 00:21:25.359
to feed yourself, like it's a worst case scenario.

00:21:25.460 --> 00:21:27.099
So you can get a government benefit if you want.

00:21:27.480 --> 00:21:29.160
You can go work at McDonald's. The only reasonable

00:21:29.160 --> 00:21:31.200
way you can go work at Woolworths and earn, you

00:21:31.200 --> 00:21:35.480
know, above average wages. turn your brain off

00:21:35.480 --> 00:21:37.740
for eight hours and... Yeah, it's your own stress.

00:21:37.920 --> 00:21:39.359
Just rock up. I've just got to do this task,

00:21:39.380 --> 00:21:41.660
which we can all appreciate sometimes. Doing

00:21:41.660 --> 00:21:44.960
those basic tasks is actually kind of good. So

00:21:44.960 --> 00:21:46.440
do they have to work for you and do they have

00:21:46.440 --> 00:21:48.599
to do it? No, they never do. And that's where

00:21:48.599 --> 00:21:51.180
a lot of employees, probably employers, sorry,

00:21:51.319 --> 00:21:53.380
go wrong, is they think their employees have

00:21:53.380 --> 00:21:56.579
to work for them. And that's not true. I like

00:21:56.579 --> 00:22:00.660
the values. I think you... talked about the 10

00:22:00.660 --> 00:22:05.559
things. Yeah. Core values. So therefore the business

00:22:05.559 --> 00:22:07.640
has identified their core values. They know what

00:22:07.640 --> 00:22:09.900
their core values are and as a small business

00:22:09.900 --> 00:22:13.740
owner that starts with you. Yeah. And as a startup

00:22:13.740 --> 00:22:15.799
especially you've got the chance to create your

00:22:15.799 --> 00:22:20.299
culture. So you are your culture. Make sure anyone

00:22:20.299 --> 00:22:23.339
you employ is on the same page and then your

00:22:23.339 --> 00:22:26.059
turnover disappears. Yeah. Having that written

00:22:26.059 --> 00:22:28.059
down, this is what we believe in, this is who

00:22:28.059 --> 00:22:30.980
we are, this is how we act. That's gonna be a

00:22:30.980 --> 00:22:34.220
whole lot more likely to continue with that culture

00:22:34.220 --> 00:22:36.160
than not having it written down because like

00:22:36.160 --> 00:22:37.819
you said, if you're starting out, it's just you,

00:22:37.819 --> 00:22:39.900
you are the culture. You get another employee,

00:22:40.099 --> 00:22:41.660
then between the two of you, that's the culture.

00:22:41.880 --> 00:22:44.059
And if you have 20 employees, if you haven't

00:22:44.059 --> 00:22:48.059
defined it, then it's gonna be whoever's the

00:22:48.059 --> 00:22:50.220
loudest and makes the most noise, I reckon, is

00:22:50.220 --> 00:22:53.900
gonna be the culture. for the older guys in the

00:22:53.900 --> 00:22:56.980
room, that was the Branson model for me, the

00:22:56.980 --> 00:23:00.519
Google for you, see, is Branson for me. Branson

00:23:00.519 --> 00:23:06.039
started with a group of people in a room talking

00:23:06.039 --> 00:23:10.400
about great ideas for business and then he's

00:23:10.400 --> 00:23:12.619
in a phone box one weekend when he's supposed

00:23:12.619 --> 00:23:14.900
to be at school selling advertising to a magazine

00:23:14.900 --> 00:23:17.819
that didn't exist, all based on the passion of

00:23:17.819 --> 00:23:21.440
this is going to be amazing. people liked it.

00:23:21.480 --> 00:23:24.960
Yeah and then got lucky with the music side of

00:23:24.960 --> 00:23:28.359
things with tubular bells and then turned that

00:23:28.359 --> 00:23:31.940
into an absolute empire. Yeah. All because of

00:23:31.940 --> 00:23:33.740
wanting to do good things and create value in

00:23:33.740 --> 00:23:36.380
the world. Yeah. It's interesting because that's

00:23:36.380 --> 00:23:37.960
passion. We're talking about passion for clients

00:23:37.960 --> 00:23:40.700
and doing something change but then employing

00:23:40.700 --> 00:23:43.940
morale, setting the core values, setting those

00:23:43.940 --> 00:23:46.259
standards is also pretty similar. It's getting

00:23:46.259 --> 00:23:51.000
people on a ride that they want to be on. Sometimes

00:23:51.000 --> 00:23:53.059
you go, okay, well, maybe the best person isn't

00:23:53.059 --> 00:23:55.099
the best person to be in the business. You might

00:23:55.099 --> 00:23:56.640
be technically the best, you would get the best

00:23:56.640 --> 00:23:59.160
results, but you might be, yeah, that's not quite

00:23:59.160 --> 00:24:01.140
the fit for the other people in the business

00:24:01.140 --> 00:24:03.559
or what you want the business to be. Apple at

00:24:03.559 --> 00:24:06.140
the end of the 80s. We're going back to when

00:24:06.140 --> 00:24:09.799
I was born now. They sacked Steve Jobs from his

00:24:09.799 --> 00:24:11.740
own company and they brought someone else in.

00:24:12.400 --> 00:24:15.720
The guy that Steve Jobs hired from Pepsi. And

00:24:15.720 --> 00:24:18.339
that guy took over for a couple of years. Apple

00:24:18.339 --> 00:24:21.740
plummeted. Meanwhile, Steve Jobs went off and

00:24:21.740 --> 00:24:25.599
created Pixar and another computer company. I

00:24:25.599 --> 00:24:27.799
can't remember the name of it. But Apple ended

00:24:27.799 --> 00:24:31.259
up buying the technology off of Steve Jobs' new

00:24:31.259 --> 00:24:33.140
company for their new computers. In a good way

00:24:33.140 --> 00:24:34.960
to make some pocket change? After they sacked

00:24:34.960 --> 00:24:37.920
him. Sacked from your own company because you

00:24:37.920 --> 00:24:40.460
were trying to keep your company on the same

00:24:40.460 --> 00:24:42.759
page that you started it. So the same culture,

00:24:42.920 --> 00:24:46.460
the same idea. All stories I hear about Steve

00:24:46.460 --> 00:24:50.259
Jobs as he is are right. But he knew what he

00:24:50.259 --> 00:24:52.259
wanted. And he knew what Apple was supposed to

00:24:52.259 --> 00:24:54.160
be. He's looking at it as his company. That's

00:24:54.160 --> 00:24:57.039
what he wants. So he can set those rules. This

00:24:57.039 --> 00:24:58.660
is what I want. There's some stage where you

00:24:58.660 --> 00:25:02.380
lose control as he found out. People can kick

00:25:02.380 --> 00:25:05.720
you out. But for small business owners, you're

00:25:05.720 --> 00:25:07.859
not going to kick out your own business. So you

00:25:07.859 --> 00:25:09.829
can choose what you want your values to be. I

00:25:09.829 --> 00:25:11.390
know some businesses, they want their values

00:25:11.390 --> 00:25:14.650
to be, we work hard and we don't care about each

00:25:14.650 --> 00:25:16.029
other and we're just here to make money and we

00:25:16.029 --> 00:25:17.750
clock in, we clock out, we don't waste any time

00:25:17.750 --> 00:25:20.509
and that's their business culture and yeah, their

00:25:20.509 --> 00:25:24.769
employees reflect that. Other businesses where

00:25:24.769 --> 00:25:26.349
the core values, they want to do the right thing

00:25:26.349 --> 00:25:28.309
by the world and they're trying to make a social

00:25:28.309 --> 00:25:31.109
change and lots of the buzzwords and that sort

00:25:31.109 --> 00:25:34.369
of stuff, the employees love it. There's I think

00:25:34.369 --> 00:25:36.269
a friend, he talks about his business having

00:25:36.269 --> 00:25:39.319
a scape. like a little half pipe in the office,

00:25:39.420 --> 00:25:45.480
it's not usable. But they, I think - Good for

00:25:45.480 --> 00:25:47.240
insurance. I could be wrong, but I'm pretty sure

00:25:47.240 --> 00:25:50.799
they have a board up on the wall that shows how

00:25:50.799 --> 00:25:53.519
much the business has donated to projects, like

00:25:53.519 --> 00:25:56.440
charity projects in the year. So they don't see

00:25:56.440 --> 00:25:59.119
how much the business bills out, they see how

00:25:59.119 --> 00:26:01.940
much the business donates. So they can see when

00:26:01.940 --> 00:26:03.059
they're working, they're making money, they're

00:26:03.059 --> 00:26:04.680
not making money for the business. Well, they

00:26:04.680 --> 00:26:06.339
are, but they're also making money for these

00:26:06.339 --> 00:26:08.880
other things. So it's depending on how you want

00:26:08.880 --> 00:26:10.539
to run your business, there's lots of things

00:26:10.539 --> 00:26:18.460
you can do. Well, I guess I can speak from experience.

00:26:20.160 --> 00:26:26.599
The employee, I am employee of Rowan and this

00:26:26.599 --> 00:26:31.210
is a job that is... completely different from

00:26:31.210 --> 00:26:33.329
what my friends are experiencing. They've got

00:26:33.329 --> 00:26:38.410
the nine till five office job, Monday to Friday.

00:26:38.650 --> 00:26:41.970
You sit in those cubicles and you go through

00:26:41.970 --> 00:26:45.190
those papers. Once you're done, you leave. Also,

00:26:45.289 --> 00:26:48.690
they're public servants. Yeah, some of them are.

00:26:49.049 --> 00:26:54.529
But they look at me when I'm playing golf on

00:26:54.529 --> 00:26:56.349
a Wednesday afternoon, for example, and say,

00:26:56.630 --> 00:27:02.730
do you work? And I say, Yes. And it's like, well,

00:27:02.730 --> 00:27:06.069
I can work from my phone. I can work from a cafe.

00:27:06.730 --> 00:27:11.470
Those things you see in movies. That's me. And

00:27:11.470 --> 00:27:17.109
I we touched on ways to avoid a burnout in our

00:27:17.109 --> 00:27:22.569
last podcast episode. And one of them is to get

00:27:22.569 --> 00:27:25.170
a hobby, that sort of thing that Wednesday afternoon,

00:27:25.210 --> 00:27:31.559
although I'm there. Working to some degree it

00:27:31.559 --> 00:27:37.940
is it is important for My health as I go through

00:27:37.940 --> 00:27:40.180
the week. I work from home, so I don't get to

00:27:40.180 --> 00:27:43.220
see people often Yeah, and so it's important

00:27:43.220 --> 00:27:47.779
for me to get outside talk to people and I guarantee

00:27:47.779 --> 00:27:52.359
you on Thursday morning my work is so much better

00:27:52.359 --> 00:27:56.359
and It's just that that break that we need so

00:27:56.359 --> 00:27:58.640
I get to play golf on Wednesday afternoons I

00:27:58.640 --> 00:28:01.319
get to work from cafes or in a park I get to

00:28:01.319 --> 00:28:03.900
enjoy the summer sun instead of sitting inside

00:28:03.900 --> 00:28:08.819
and going Really wish I was outside I get to

00:28:08.819 --> 00:28:11.980
travel to Davenport to work with the team. I

00:28:11.980 --> 00:28:15.420
get to go visit my clients. It's a lot of freedom

00:28:15.420 --> 00:28:21.400
and flexibility that is empowering I guess so

00:28:21.839 --> 00:28:25.200
Those are just some examples of what I've experienced

00:28:25.200 --> 00:28:27.420
that's different from the nine to five office

00:28:27.420 --> 00:28:30.519
job Yeah, so I think it's probably worth discussing

00:28:30.519 --> 00:28:33.400
what we do because you know, we're a good example

00:28:33.400 --> 00:28:38.500
of some different Practices to the traditional

00:28:38.500 --> 00:28:42.559
So business abundance or we all work remotely,

00:28:42.700 --> 00:28:44.960
which means we work wherever we want But you

00:28:44.960 --> 00:28:48.680
know, my idea is if Sahara wants to go go live

00:28:48.680 --> 00:28:50.339
in Queensland for two months, she can go live

00:28:50.339 --> 00:28:54.599
in Queensland for two months and the point is

00:28:54.599 --> 00:28:58.039
that that should not affect anything a client

00:28:58.039 --> 00:29:00.700
gets. That's the thing, if you're doing your

00:29:00.700 --> 00:29:02.440
job, you're doing a good job and we've got it

00:29:02.440 --> 00:29:04.180
set up to make sure that our clients are happy

00:29:04.180 --> 00:29:06.119
and that's what we're trying to do. If we're

00:29:06.119 --> 00:29:08.099
not doing our job, we want to know and we do

00:29:08.099 --> 00:29:10.559
whatever we can do to fix it and fix it for the

00:29:10.559 --> 00:29:13.160
future. But we should be able to, if Sahara wants

00:29:13.160 --> 00:29:15.740
to go overseas, she can stay with our business.

00:29:15.839 --> 00:29:17.920
There's no reason for us to leave. If she's happy,

00:29:17.940 --> 00:29:19.480
she's happy doing what she's doing. She doesn't

00:29:19.480 --> 00:29:23.859
have to be stuck in that spot, which for a lot

00:29:23.859 --> 00:29:26.420
of businesses, the reason people leave is...

00:29:26.190 --> 00:29:28.230
they want to go on an le or they want to live

00:29:28.230 --> 00:29:30.289
somewhere else or you know it depends on the

00:29:30.289 --> 00:29:32.509
type of the business you're running but so we're

00:29:32.509 --> 00:29:35.549
a professional service business which we do accounting

00:29:35.549 --> 00:29:37.049
with a business because I would do marketing

00:29:37.049 --> 00:29:41.049
so traditionally oh especially for accountants

00:29:41.049 --> 00:29:42.210
they're like oh you've got to have an office

00:29:42.210 --> 00:29:43.650
it's gonna be face to face you're a profession

00:29:43.650 --> 00:29:46.650
we've got to have a desk you've got to have a

00:29:46.650 --> 00:29:49.849
suit and then you have a different title with

00:29:49.849 --> 00:29:53.140
your name on the on your bench Because people

00:29:53.140 --> 00:29:55.559
need to see you and you have to be in the office

00:29:55.559 --> 00:29:57.619
and you've got to do a six minute time sheet

00:29:57.619 --> 00:30:01.039
To make sure you're doing a good job, which aka

00:30:01.039 --> 00:30:05.920
is so we can build to clients But in reality

00:30:05.920 --> 00:30:08.119
none of those things correlate with a client

00:30:08.119 --> 00:30:11.400
being happy or getting a good result You could

00:30:11.400 --> 00:30:13.400
say well people doing time sheets means people

00:30:13.400 --> 00:30:15.619
are accountable, but no it doesn't it just means

00:30:15.619 --> 00:30:18.539
that they're building time to clients So does

00:30:18.539 --> 00:30:20.480
that job take that long or should it take that

00:30:20.480 --> 00:30:23.880
long? So if someone has the opportunity to go

00:30:23.880 --> 00:30:26.279
knock off two hours early in a day, do a good

00:30:26.279 --> 00:30:30.099
job, do it faster for someone, that's probably

00:30:30.099 --> 00:30:32.460
better for the client. It's done sooner. It's

00:30:32.460 --> 00:30:34.700
better for the worker because they get to do

00:30:34.700 --> 00:30:36.299
something fun and it's a bit of reward and a

00:30:36.299 --> 00:30:39.220
bit of motivation. But in the same respect, they're

00:30:39.220 --> 00:30:40.720
not going to want to knock off two hours early

00:30:40.720 --> 00:30:42.180
every day because they have nothing to do. So

00:30:42.180 --> 00:30:45.140
you'll find that once, you know... people find

00:30:45.140 --> 00:30:46.859
better ways of doing things, faster ways of doing

00:30:46.859 --> 00:30:48.500
things, ways to get better results, ways to keep

00:30:48.500 --> 00:30:51.099
clients happier outside of the normal because

00:30:51.099 --> 00:30:55.359
they have this shared motivation, more gets done,

00:30:55.720 --> 00:30:58.980
better things happen. And it's not just one employee

00:30:58.980 --> 00:31:00.940
or if we can learn, okay, well, this person can

00:31:00.940 --> 00:31:02.880
do this, this, this and this, what are they doing?

00:31:02.980 --> 00:31:07.250
We can all learn from it. We're in an industry

00:31:07.250 --> 00:31:09.529
where traditionally you need an office, you need

00:31:09.529 --> 00:31:11.690
to be in every area and the last two months,

00:31:11.869 --> 00:31:14.970
95 % of our new clients have been from outside

00:31:14.970 --> 00:31:18.430
of where I live and that's always the intention.

00:31:18.690 --> 00:31:21.430
We're not trying to serve as local people, we're

00:31:21.430 --> 00:31:22.750
dealing with people throughout Australia and

00:31:22.750 --> 00:31:26.549
that's what we do and very rarely do we have

00:31:26.549 --> 00:31:28.529
someone say how we want to deal with someone

00:31:28.529 --> 00:31:30.690
local because the local people aren't that good.

00:31:30.839 --> 00:31:33.200
They can't get in to talk to them for two weeks.

00:31:33.400 --> 00:31:35.079
People don't ring them back. They're too busy.

00:31:36.180 --> 00:31:37.500
But every now and then there's a person that

00:31:37.500 --> 00:31:39.559
says, I'd literally just like to deal with someone

00:31:39.559 --> 00:31:41.339
I can see right in front of me. That's fine,

00:31:41.460 --> 00:31:43.619
no worries. You're not our client, you know?

00:31:44.079 --> 00:31:45.940
That's not who we're set up for. But the majority

00:31:45.940 --> 00:31:47.500
of the time people are like, oh, so I can just

00:31:47.500 --> 00:31:50.000
ring you in time? Yes. I can just email you and

00:31:50.000 --> 00:31:53.859
we can do a screenshot straight away? Yep. Wow.

00:31:54.079 --> 00:31:56.059
That's a level of service I cannot get from anyone.

00:31:56.779 --> 00:31:59.779
And so sometimes these things have a pretty big

00:31:59.779 --> 00:32:01.490
win -win. And that's where you want to look at

00:32:01.490 --> 00:32:05.230
employee morale. I've been raised to think that

00:32:05.230 --> 00:32:09.369
a nine to five job is exactly what I will get

00:32:09.369 --> 00:32:14.049
for the rest of my 40 years of work. And so it's

00:32:14.049 --> 00:32:17.970
yeah, it's not true. And there's other ways that

00:32:17.970 --> 00:32:19.650
you can work and you can do a really good job

00:32:19.650 --> 00:32:23.589
at it. And yeah, so I guess I'm very appreciative

00:32:23.589 --> 00:32:26.630
and I would encourage other businesses to do

00:32:26.630 --> 00:32:32.420
the same because It's There's ways that they

00:32:32.420 --> 00:32:34.720
can get their employees to be highly motivated

00:32:34.720 --> 00:32:37.200
with a really good work for work -life balance

00:32:37.200 --> 00:32:40.279
On that Friday afternoon if they've done all

00:32:40.279 --> 00:32:44.240
their jobs and it's four o 'clock Why why are

00:32:44.240 --> 00:32:46.759
we sitting at a desk? Yeah, why Twitter thumbs

00:32:46.759 --> 00:32:50.079
because our bosses busy so they walk past us

00:32:50.079 --> 00:32:52.039
who've done a really good job today smashed or

00:32:52.039 --> 00:32:53.720
we're stoked with our way We're like we nailed

00:32:53.720 --> 00:32:56.339
it and your bosses walking past you gone I'm

00:32:56.339 --> 00:32:58.319
still busy and you're not working. I'm so pissed

00:32:58.319 --> 00:33:00.740
off because I just paid you 20 bucks. Yeah, and

00:33:00.740 --> 00:33:03.680
then it's one hour of... That's the worst. ...time

00:33:03.680 --> 00:33:07.000
for that employee to dwell on how much they hate

00:33:07.000 --> 00:33:10.839
sitting at that desk for one hour. So, I mean,

00:33:11.099 --> 00:33:15.940
there's so much opportunity. In other countries,

00:33:16.039 --> 00:33:17.859
they're considering going to a four -day work

00:33:17.859 --> 00:33:21.119
week. Yeah. Plenty do. Yeah. Well, Greece before

00:33:21.119 --> 00:33:22.759
it shut down, you know, they only worked half

00:33:22.759 --> 00:33:24.980
a day. Didn't work for them. A lot of the Mediterranean.

00:33:25.740 --> 00:33:28.940
Countries will have that siesta time. Productivity,

00:33:29.140 --> 00:33:32.720
Scandinavian countries, reduced work hours. Happiest

00:33:32.720 --> 00:33:34.880
places in the world. I always joke about three

00:33:34.880 --> 00:33:36.740
o 'clock nap time, but you know, if you're super

00:33:36.740 --> 00:33:38.220
tired at three o 'clock and you're just like,

00:33:39.000 --> 00:33:40.839
the last two hours of the day, just have a 20

00:33:40.839 --> 00:33:42.859
-minute nap, you probably worked awesome for

00:33:42.859 --> 00:33:47.369
the last hour, you know. Recharge. Like the flexibility

00:33:47.369 --> 00:33:49.730
in job positions. For example, if they're stuck

00:33:49.730 --> 00:33:52.809
in the office every single day, then why not

00:33:52.809 --> 00:33:54.690
give them the opportunity to leave the office

00:33:54.690 --> 00:33:58.789
and get outside, do something. It's, I'm curious

00:33:58.789 --> 00:34:01.990
to see. I imagine that would work because then

00:34:01.990 --> 00:34:04.210
that's just that little bit of flexibility that

00:34:04.210 --> 00:34:06.710
that person might really look forward to. Yeah.

00:34:06.710 --> 00:34:09.369
You're multi -skilling them as well. Yeah, exactly.

00:34:09.730 --> 00:34:11.760
So the opportunity to grow. As soon as you stop

00:34:11.760 --> 00:34:13.639
crying, you stagnate and as soon as you stagnate,

00:34:13.820 --> 00:34:16.280
your morale goes down. Yeah, I think it's important

00:34:16.280 --> 00:34:20.239
to remember that people are people and they want

00:34:20.239 --> 00:34:23.099
to do something better in their lives and Zee

00:34:23.099 --> 00:34:24.119
and I were talking about this earlier this morning

00:34:24.119 --> 00:34:26.920
that maybe not everyone wants that to be work.

00:34:27.599 --> 00:34:29.400
it might be they just want, you know, have a

00:34:29.400 --> 00:34:31.619
million grandchildren. So they're at work. They're

00:34:31.619 --> 00:34:33.500
not at work to work and they're not at work to

00:34:33.500 --> 00:34:35.659
take over the world. They're at work so they

00:34:35.659 --> 00:34:37.360
can get a bit of money and then they feed and

00:34:37.360 --> 00:34:38.679
then they go play with the grandkids, you know.

00:34:39.619 --> 00:34:42.480
But the people that want to work and want to,

00:34:42.480 --> 00:34:44.659
you know, kick some goals, want to change the

00:34:44.659 --> 00:34:46.500
world, want more freedom, more time, you know,

00:34:46.760 --> 00:34:48.420
all these reasons why people go into business,

00:34:48.679 --> 00:34:51.789
if they're working for you, well... You wanna

00:34:51.789 --> 00:34:54.030
make sure they're as good as they can be, and

00:34:54.030 --> 00:34:55.389
people are like, oh, but if they leave, and it's

00:34:55.389 --> 00:34:56.869
like, well, if they leave, like, good on them,

00:34:56.949 --> 00:34:58.190
like, you've done a good job as an employee,

00:34:58.309 --> 00:34:59.429
you've taught them everything they need to know,

00:34:59.489 --> 00:35:01.190
and they're onto something else. But most of

00:35:01.190 --> 00:35:02.449
the time, people are gonna leave, because they're

00:35:02.449 --> 00:35:03.789
like, oh, yeah, well, there's no more opportunities

00:35:03.789 --> 00:35:05.690
for me here, I'm doing all this cool stuff, and...

00:35:05.579 --> 00:35:07.539
It doesn't mean anything for me. If I'm gone,

00:35:07.599 --> 00:35:09.400
I've lost it. There's no future proofing. There's

00:35:09.400 --> 00:35:12.559
no security filming. I literally leave and my

00:35:12.559 --> 00:35:17.500
wage stops. And that's something that I'm big

00:35:17.500 --> 00:35:19.679
on too. If you want to be here and you want to

00:35:19.679 --> 00:35:23.000
be doing things and you want to get better, then

00:35:23.000 --> 00:35:26.219
you'll be a part of the business. There's a progression.

00:35:26.380 --> 00:35:27.880
It's not just like you get to a certain point

00:35:27.880 --> 00:35:30.380
and there's no one above you. Well, no worries.

00:35:30.519 --> 00:35:32.059
Well, what do you need to do? What do you want

00:35:32.059 --> 00:35:34.780
to do? you do it with us that's fine go nuts

00:35:34.780 --> 00:35:37.739
and yeah you can get a piece of it so there's

00:35:37.739 --> 00:35:40.539
always that opportunity for people to do more

00:35:40.539 --> 00:35:43.139
so when you've got a good employee and they're

00:35:43.139 --> 00:35:45.159
motivated it's about getting out of their way

00:35:45.159 --> 00:35:48.840
or allowing them to be part of it so you're not

00:35:48.840 --> 00:35:51.119
going yeah you're so good i really appreciate

00:35:51.119 --> 00:35:52.719
what you do this year you do this and this you're

00:35:52.719 --> 00:35:54.500
just fantastic and we're paying you good money

00:35:54.500 --> 00:35:57.139
and rah rah rah and they're like oh can i be

00:35:57.139 --> 00:36:01.480
the business no it's mine you work for me you're

00:36:01.480 --> 00:36:03.579
mine You know that's essentially what people

00:36:03.579 --> 00:36:07.199
are saying. So I know Ian talked before about

00:36:07.199 --> 00:36:09.179
there's plenty to go around and you know we call

00:36:09.179 --> 00:36:10.639
business business abundance because I believe

00:36:10.639 --> 00:36:12.400
you know there's always opportunity there's always

00:36:12.400 --> 00:36:14.000
stuff out there there's always things you can

00:36:14.000 --> 00:36:16.320
do like look with COVID people thought the world

00:36:16.320 --> 00:36:18.519
was going to end and yeah it's completely different

00:36:18.519 --> 00:36:22.119
but there's a few fundamentals like the world's

00:36:22.119 --> 00:36:25.159
not going to completely collapse there's going

00:36:25.159 --> 00:36:28.420
to be issues you know it's things like food and

00:36:28.420 --> 00:36:31.039
water that that we've really got to worry about

00:36:31.039 --> 00:36:33.360
and make sure, but business -wise. Toilet paper.

00:36:33.760 --> 00:36:35.900
Yeah, toilet paper in Australia. Don't run out

00:36:35.900 --> 00:36:38.760
of toilet paper. But business -wise in Australia,

00:36:38.960 --> 00:36:40.960
the government doesn't want the economy to collapse

00:36:40.960 --> 00:36:43.760
because the economy really is just money flowing

00:36:43.760 --> 00:36:47.039
around. The money didn't disappear. COVID came

00:36:47.039 --> 00:36:50.039
along and people suddenly had no money. The flow

00:36:50.039 --> 00:36:54.710
stops. big incinerators burning money, and when

00:36:54.710 --> 00:36:56.769
we say, oh, I burned a bit of money this month,

00:36:56.769 --> 00:36:58.989
it's like, someone else got your money. It didn't

00:36:58.989 --> 00:37:01.090
disappear, it's gone somewhere else. So, you

00:37:01.090 --> 00:37:03.849
know, business is not going to collapse. Things

00:37:03.849 --> 00:37:05.889
keep going, so it's important to sort of understand

00:37:05.889 --> 00:37:07.869
there's lots of opportunities. You can, if you

00:37:07.869 --> 00:37:09.849
have people on board that want to get better

00:37:09.849 --> 00:37:11.909
and do things and make it bigger and better,

00:37:12.190 --> 00:37:14.750
well, if you stop limiting them by trying to

00:37:14.750 --> 00:37:16.610
protect everything you've got, you'll probably

00:37:16.610 --> 00:37:19.050
end up with something bigger and better and safer

00:37:19.050 --> 00:37:21.690
with more people. you know, a small piece of

00:37:21.690 --> 00:37:25.010
a bigger pie just by having the mindset of, you

00:37:25.010 --> 00:37:26.489
know, there's plenty out there for everyone.

00:37:28.710 --> 00:37:32.969
For our business owners that are listening, I'd

00:37:32.969 --> 00:37:34.849
love to be able to throw out some ideas that

00:37:34.849 --> 00:37:38.949
they could take home or be like, oh, I think

00:37:38.949 --> 00:37:43.829
I can really implement that. There's an article

00:37:43.829 --> 00:37:47.010
I read about millennials coming into the workforce.

00:37:47.690 --> 00:37:50.530
So what's a millennial? They're like my age.

00:37:51.849 --> 00:37:54.550
What's the date range on that? It's like $2 ,000.

00:37:54.989 --> 00:37:59.469
I think it's 99. 99, yeah. I could be totally

00:37:59.469 --> 00:38:03.230
wrong about that. Who's damn millennials? But

00:38:03.230 --> 00:38:06.829
essentially... They're coming into the workforce

00:38:06.829 --> 00:38:10.309
for work wanting work -life balance. They don't

00:38:10.309 --> 00:38:19.050
want the don't work Basically they want work

00:38:19.050 --> 00:38:20.889
-life balance so they don't want to be stuck

00:38:20.889 --> 00:38:23.690
at work all day every day They're not living

00:38:23.690 --> 00:38:27.590
to work. They're working to live. Correct. So

00:38:27.590 --> 00:38:31.469
how considering they're gonna be the next lot

00:38:31.469 --> 00:38:37.199
of employees how can Small business owners implement

00:38:37.199 --> 00:38:40.500
change so that people want to work for them.

00:38:40.519 --> 00:38:44.639
I remember a client and they had a really, really

00:38:44.639 --> 00:38:49.639
good reception slash admin girl. Originally when

00:38:49.639 --> 00:38:51.699
they recruited, I was sitting in on the interviews

00:38:51.699 --> 00:38:53.940
and I was like, we haven't hired one of these,

00:38:53.980 --> 00:38:55.719
can you help us out? They had 30 employees, so

00:38:55.719 --> 00:38:58.280
they had a pretty good business, but just...

00:38:58.110 --> 00:38:59.530
someone to sit in the office hadn't done for

00:38:59.530 --> 00:39:00.769
a while and said, can you help us out? And we

00:39:00.769 --> 00:39:02.530
said, well, we just need someone we can train.

00:39:02.789 --> 00:39:04.150
They don't need to be skilled experience. It's

00:39:04.150 --> 00:39:06.230
just process -orientated. We need someone with

00:39:06.230 --> 00:39:09.289
great attitude. And they're like, yeah, that's

00:39:09.289 --> 00:39:12.289
exactly what we want. So they got three people

00:39:12.289 --> 00:39:14.349
in the interview, two that we sort of selected

00:39:14.349 --> 00:39:16.349
together and they sounded right based on what

00:39:16.349 --> 00:39:18.989
they submitted and one that their friend, the

00:39:18.989 --> 00:39:21.050
recruitment agent said, oh, this should be fantastic.

00:39:21.400 --> 00:39:24.119
sent her along so we we interviewed the three

00:39:24.119 --> 00:39:26.360
and we're asking questions so I was asking questions

00:39:26.360 --> 00:39:28.679
like ah so you know tell me when you've had a

00:39:28.679 --> 00:39:30.579
problem like it could be a work it could be home

00:39:30.579 --> 00:39:33.159
it could be it probably your parents or school

00:39:33.159 --> 00:39:34.940
or whatever it doesn't matter where it is it

00:39:34.940 --> 00:39:36.340
was a really big problem you didn't know what

00:39:36.340 --> 00:39:38.679
to do you thought you couldn't deal with it but

00:39:38.679 --> 00:39:40.699
you did like what was it what happened tell me

00:39:40.699 --> 00:39:44.800
about it and one girl's gone oh well the other

00:39:44.800 --> 00:39:46.920
way and she went into this story about something

00:39:46.920 --> 00:39:50.500
that happened in the house So what it told me

00:39:50.500 --> 00:39:52.639
was that, oh yeah, she can identify problems.

00:39:52.840 --> 00:39:55.219
She went, okay, I'll try to fix it. She went

00:39:55.219 --> 00:39:57.420
about, it didn't matter what she did or how,

00:39:57.420 --> 00:39:59.340
whether it made sense, but just the process of

00:39:59.340 --> 00:40:01.239
she was trying to fix it, she did. She's excited,

00:40:01.260 --> 00:40:03.159
she was happy, she got there, cool. Okay, she

00:40:03.159 --> 00:40:05.940
can think. And then the third one that their

00:40:05.940 --> 00:40:12.840
friend had sent along, she's like, oh, I don't

00:40:12.840 --> 00:40:21.409
really have problems. That's a dream. Yeah. Oh,

00:40:21.809 --> 00:40:26.030
once I did something and it went really bad,

00:40:26.389 --> 00:40:31.170
and yeah, that wasn't good, and you can tell

00:40:31.170 --> 00:40:33.150
really quickly that that person's not going to

00:40:33.150 --> 00:40:36.650
work out, but... This is completely off -topic,

00:40:36.650 --> 00:40:38.210
but it's interesting, so I'm going to keep going

00:40:38.210 --> 00:40:42.269
to me anyway. These two business owners at the

00:40:42.269 --> 00:40:43.489
end with the three interviews, I said, which

00:40:43.489 --> 00:40:44.949
one do you like? She goes, oh, that one that

00:40:44.949 --> 00:40:48.469
our friend sent, she was really lovely. You joking,

00:40:48.690 --> 00:40:50.389
right? That was the no problem person. Yeah,

00:40:50.510 --> 00:40:51.949
she couldn't answer any questions. She didn't

00:40:51.949 --> 00:40:53.230
actually know what the business does. She said,

00:40:53.369 --> 00:40:54.690
do you know what the business does? She had not

00:40:54.690 --> 00:40:59.190
even looked at the website. We're talking about

00:40:59.190 --> 00:41:00.889
a building company, so it's pretty straightforward.

00:41:01.010 --> 00:41:05.130
You build stuff. She didn't know. That was in

00:41:05.130 --> 00:41:06.789
the interview like they were there sitting there

00:41:06.789 --> 00:41:08.710
and they thought she was pretty lovely I think

00:41:08.710 --> 00:41:10.570
she'd be okay. She's had past experience and

00:41:10.570 --> 00:41:12.650
her friend recommends her. I said this other

00:41:12.650 --> 00:41:14.510
girl She's like she knew about coming. She'd

00:41:14.510 --> 00:41:16.730
looked it up. She'd been proactive She'd tell

00:41:16.730 --> 00:41:18.869
all these things I asked her some hard questions,

00:41:19.030 --> 00:41:21.690
you know, do do do do do she had some go She

00:41:21.690 --> 00:41:23.530
had some wit, you know, she was fun. She had

00:41:23.530 --> 00:41:26.570
energy and a lot. I actually she was awesome

00:41:26.570 --> 00:41:28.989
What she was great? She was the best we should

00:41:28.989 --> 00:41:31.570
get her Had you not come to that conclusion?

00:41:33.500 --> 00:41:37.619
big business Anyway, this this girl that she

00:41:37.619 --> 00:41:39.860
got the job and she did really well for two or

00:41:39.860 --> 00:41:42.840
three years like dominated so she would be she

00:41:42.840 --> 00:41:46.460
was replaced with a with another person and she

00:41:46.460 --> 00:41:49.139
Basically the role became operations manager

00:41:49.139 --> 00:41:52.059
for the business, but that's that person that

00:41:52.059 --> 00:41:56.599
young girl was doing that role But she left because

00:41:56.599 --> 00:41:58.840
she asked if she could go away for four months

00:41:58.840 --> 00:42:01.659
to Europe bit of an OE She goes, oh, I don't

00:42:01.659 --> 00:42:03.820
have that much leave because what employee has

00:42:03.820 --> 00:42:06.260
that much leave? And they're like, oh, well,

00:42:06.260 --> 00:42:07.380
we're going to need to get someone else. It's

00:42:07.380 --> 00:42:09.159
going to be really annoying. And if you go for

00:42:09.159 --> 00:42:11.880
four months, you don't have a job. And their

00:42:11.880 --> 00:42:13.820
mindset was, we don't want her to go for four

00:42:13.820 --> 00:42:16.199
months. We want her to come back because it's

00:42:16.199 --> 00:42:20.039
going to be a big hassle for us. My advice was

00:42:20.039 --> 00:42:22.360
just give her unpaid leave. She's not asking

00:42:22.360 --> 00:42:25.099
you to pay her. Give her unpaid leave and get

00:42:25.099 --> 00:42:26.960
a temp in or do a bit more work for a while.

00:42:27.079 --> 00:42:31.219
It's not like it's going to kill you guys. And

00:42:31.219 --> 00:42:33.179
you've got this person, when she comes back,

00:42:33.619 --> 00:42:35.800
that's not gonna go for another four months that

00:42:35.800 --> 00:42:39.699
way. And they're like, nah, we need someone else

00:42:39.699 --> 00:42:42.079
to recruit and the next person, same sort of

00:42:42.079 --> 00:42:44.360
thing, but she's still there. But that girl doesn't

00:42:44.360 --> 00:42:48.380
work there anymore. And I think being flexible

00:42:48.380 --> 00:42:51.420
and looking at people, well, millennials, they

00:42:51.420 --> 00:42:56.179
are working to live, but... Work's a big part

00:42:56.179 --> 00:42:58.800
of your life. So making it a good environment

00:42:58.800 --> 00:43:00.579
or making it an environment they'd like to be

00:43:00.579 --> 00:43:02.539
at to make money because they have to make money.

00:43:02.739 --> 00:43:04.059
So they may as well do it in a place they like

00:43:04.059 --> 00:43:07.639
to be. But if they want to go away, well, can

00:43:07.639 --> 00:43:09.460
they do work when they're away? Because then

00:43:09.460 --> 00:43:12.059
they've got money and they're on holiday and

00:43:12.059 --> 00:43:15.280
they're still working. Or, you know, like Google

00:43:15.280 --> 00:43:19.019
for that longer maternity leave. Well, you've

00:43:19.019 --> 00:43:21.039
got that longer time, but then you're still in

00:43:21.039 --> 00:43:22.460
touch with us. You've still got a job to come

00:43:22.460 --> 00:43:25.949
back to. give them that, yeah, you can go do

00:43:25.949 --> 00:43:27.849
those things and we're still here, if you're

00:43:27.849 --> 00:43:30.510
a good employee. Obviously if someone's terrible

00:43:30.510 --> 00:43:32.349
at their job and takes advantage of it and stuff,

00:43:32.630 --> 00:43:35.150
you probably should be sacking them or managing

00:43:35.150 --> 00:43:37.710
them or something before that point. Does that

00:43:37.710 --> 00:43:40.889
make sense? Yeah, absolutely. Can I put you two

00:43:40.889 --> 00:43:44.489
on the spot a little bit? Unscripted? Okay. I've

00:43:44.489 --> 00:43:46.610
seen business abundance from startup to where

00:43:46.610 --> 00:43:50.909
you are today and sort of how the insiders look

00:43:50.909 --> 00:43:54.829
without being inside. The interview process for

00:43:54.829 --> 00:44:00.469
Zee at the time, what drew you to apply and then

00:44:00.469 --> 00:44:03.349
what was the process like? This was peak COVID

00:44:03.349 --> 00:44:06.389
too. This was peak COVID. The world's ending.

00:44:06.590 --> 00:44:09.530
What made Zee an attractive prospect to work

00:44:09.530 --> 00:44:11.349
for Business Abundance just to try and embarrass

00:44:11.349 --> 00:44:13.630
both of you at the same time? Fantastic, love

00:44:13.630 --> 00:44:20.429
that. When I first applied I was just finishing

00:44:20.429 --> 00:44:27.300
my degree so I was still at university full -time

00:44:27.300 --> 00:44:31.980
for another six months after I was hopefully

00:44:31.980 --> 00:44:37.239
starting with Rowan and the incentive of being

00:44:37.239 --> 00:44:39.920
able to work from home because I'm high there

00:44:39.920 --> 00:44:41.920
was a lot of things that I needed to be at home

00:44:41.920 --> 00:44:46.019
for essentially so working from home was attractive

00:44:46.019 --> 00:44:52.079
but the way that Rowan had worded The interview

00:44:52.079 --> 00:44:56.880
or their job Provided it wasn't here's what you're

00:44:56.880 --> 00:44:59.820
gonna do. It's gone. Here's the opportunities

00:44:59.820 --> 00:45:03.960
that you're gonna have I want to work with you.

00:45:04.119 --> 00:45:06.960
I want to see you grow. I want you to be part

00:45:06.960 --> 00:45:10.320
of the business it wasn't you're going to, here's

00:45:10.320 --> 00:45:12.139
a list of 10 tasks that you're going to do and

00:45:12.139 --> 00:45:13.539
you're going to do that for the rest of your

00:45:13.539 --> 00:45:16.139
life. It's, we're going to grow, you're going

00:45:16.139 --> 00:45:19.579
to grow with us too. Commit to me now. I mean,

00:45:19.719 --> 00:45:22.519
yes, working from home was cool and that was

00:45:22.519 --> 00:45:25.500
important to me because I needed that at the

00:45:25.500 --> 00:45:31.099
time. But someone who genuinely values you and

00:45:31.099 --> 00:45:36.320
your brain and your experience and your ideas,

00:45:36.619 --> 00:45:41.960
your opinions, I think that's more valuable than

00:45:41.960 --> 00:45:46.639
anything else that you can get. I said it before,

00:45:46.739 --> 00:45:49.639
it's empowering to know that you're going to

00:45:49.639 --> 00:45:55.760
be taken seriously. So that when I applied was

00:45:55.760 --> 00:45:59.500
highly attractive and it was not in any other

00:45:59.500 --> 00:46:03.800
interview or job application process. I mean,

00:46:04.079 --> 00:46:06.159
you knew what you were going to expect from literally

00:46:06.159 --> 00:46:08.500
every other job they're going to go. you're going

00:46:08.500 --> 00:46:11.440
to become this person. In about four or five

00:46:11.440 --> 00:46:14.460
years, we're going to up you a little bit. And

00:46:14.460 --> 00:46:17.360
then probably 10, if you're still with us, we

00:46:17.360 --> 00:46:19.599
want you to become the manager. And it's like,

00:46:19.599 --> 00:46:22.539
that's 15 years of my life doing the same task

00:46:22.539 --> 00:46:25.719
over and over and over again. And in the interview

00:46:25.719 --> 00:46:27.900
process, Roman said, what do you really want

00:46:27.900 --> 00:46:32.039
to do? And I said, I love business. And he said,

00:46:32.159 --> 00:46:34.639
yeah, I'm a business consultant. I said, that's

00:46:34.639 --> 00:46:37.699
awesome. That's fascinating. And so from the

00:46:37.699 --> 00:46:40.900
very start, although I was working in marketing,

00:46:40.980 --> 00:46:45.139
he said, here's your growth opportunities. So

00:46:45.139 --> 00:46:49.360
that for me was really important. Love that.

00:46:49.579 --> 00:46:52.420
And that's a lot of what I've seen with the way

00:46:52.420 --> 00:46:54.980
Rowan runs his business and his businesses in

00:46:54.980 --> 00:46:57.880
the past is about empowerment and then having

00:46:57.880 --> 00:47:03.440
an engaged client and an engaged workforce. It's

00:47:03.440 --> 00:47:05.159
everything that we've talked about today, really,

00:47:05.219 --> 00:47:07.829
isn't it? This is how you do it. Here's a template.

00:47:08.909 --> 00:47:12.730
Here's a millennial. So the guys my age and above

00:47:12.730 --> 00:47:14.670
who run businesses look at millennials and go,

00:47:14.949 --> 00:47:17.289
ah, you can't employ them. And they say things

00:47:17.289 --> 00:47:19.269
like, oh, you can't find good people and these

00:47:19.269 --> 00:47:22.349
kids are rubbish and yada yada. And without blowing

00:47:22.349 --> 00:47:24.230
smoke up your butt, like you're an above average

00:47:24.230 --> 00:47:27.409
millennial with a good work ethic, but you've

00:47:27.409 --> 00:47:30.110
found your niche as well. And you've found an

00:47:30.110 --> 00:47:35.239
employer who I would imagine values your... contributions

00:47:35.239 --> 00:47:37.940
and saw something at the interview process row?

00:47:38.780 --> 00:47:42.579
Yeah, so there's a fair bit involved in my process.

00:47:44.239 --> 00:47:47.760
I'm not sure if he's serious or not. At a three

00:47:47.760 --> 00:47:50.219
page questionnaire. Yeah, there is a bit of stuff.

00:47:50.679 --> 00:47:53.440
So I'm looking for people that can think that

00:47:53.440 --> 00:47:55.420
they're intelligent. People are intelligent in

00:47:55.420 --> 00:47:57.760
different ways, but for the particular role,

00:47:57.960 --> 00:48:00.039
we need certain types of... this is how my brain

00:48:00.039 --> 00:48:02.599
ticks on people with energy and are going to

00:48:02.599 --> 00:48:05.619
do things because working from home or people

00:48:05.619 --> 00:48:07.219
go, oh gee, working from home, I'm always wouldn't

00:48:07.219 --> 00:48:11.400
do anything. Well, you've got to be okay with

00:48:11.400 --> 00:48:13.860
that. Sometimes I won't do anything, but if that's

00:48:13.860 --> 00:48:16.199
affecting clients and that's affecting the business,

00:48:16.579 --> 00:48:19.000
it's going to be noticed pretty quick and it's

00:48:19.000 --> 00:48:20.400
not going to be a long -term thing for anyone.

00:48:21.579 --> 00:48:24.159
But if you've got a person that's like that,

00:48:24.760 --> 00:48:26.860
you... You've got to find out and deal with it,

00:48:26.880 --> 00:48:28.420
but you're not looking for people like that to

00:48:28.420 --> 00:48:30.019
avoid them. You're looking for people that aren't

00:48:30.019 --> 00:48:32.940
going to have that problem. And you're looking

00:48:32.940 --> 00:48:35.360
for people that are motivated. So when they're

00:48:35.360 --> 00:48:36.639
at home, you don't have to keep checking on them

00:48:36.639 --> 00:48:38.139
because you're just going to drive yourselves

00:48:38.139 --> 00:48:39.619
crazy. So you're going to go, okay, well, sometimes

00:48:39.619 --> 00:48:40.699
I'm going to have a bad day and not do anything,

00:48:40.719 --> 00:48:43.219
but that's okay. Of course, they're going to

00:48:43.219 --> 00:48:45.619
sort it out and come back. When I started working

00:48:45.619 --> 00:48:49.039
from home, there was challenges as well. Sometimes

00:48:49.039 --> 00:48:50.380
you just don't feel like doing anything and it

00:48:50.380 --> 00:48:52.920
was like you sit at the desk going, oh. desk

00:48:52.920 --> 00:48:54.579
or I've got to keep working because it's still

00:48:54.579 --> 00:48:57.699
work time. And then I quickly realized that turned

00:48:57.699 --> 00:48:59.840
into, well, we just haven't done any work today

00:48:59.840 --> 00:49:01.340
because we're just trying to struggle through

00:49:01.340 --> 00:49:04.820
it. And then I figured out that if I just go

00:49:04.820 --> 00:49:07.019
do something else, within 20 minutes I'm usually

00:49:07.019 --> 00:49:09.960
like, right, work. You know, and then I smash

00:49:09.960 --> 00:49:13.619
it, these are cool stuff, you know. So yeah,

00:49:13.699 --> 00:49:15.800
my process was identifying, well, what does this

00:49:15.800 --> 00:49:17.780
person need to be like? And I said before, I'm

00:49:17.780 --> 00:49:19.219
a big believer in attitude, you've got to be.

00:49:19.260 --> 00:49:21.420
a bit clever and you've got to have a good attitude

00:49:21.420 --> 00:49:23.099
because we don't want people bringing us down,

00:49:23.559 --> 00:49:26.960
which we talked about with Burnout. So then,

00:49:27.119 --> 00:49:29.179
yeah, I was describing what the job is and the

00:49:29.179 --> 00:49:31.739
opportunities there because... It's literally,

00:49:31.940 --> 00:49:33.639
you want people, if you want good people, you've

00:49:33.639 --> 00:49:35.219
got to say, well, why should you work for us?

00:49:36.139 --> 00:49:37.900
If you don't want to be going, hey, come for

00:49:37.900 --> 00:49:40.079
work for me, I'll give you the most money. Because

00:49:40.079 --> 00:49:42.559
as soon as someone, let's say, one of our clients

00:49:42.559 --> 00:49:44.800
goes, gee, that person's awesome. Here's a ton

00:49:44.800 --> 00:49:47.460
of money. They'll go work for them. And if that's

00:49:47.460 --> 00:49:50.980
what they want to do, that's fine. But we've

00:49:50.980 --> 00:49:52.820
got to provide a better workplace. We've got

00:49:52.820 --> 00:49:54.320
to provide a better opportunity. We've got to

00:49:54.320 --> 00:49:56.000
provide a place where they're happy for it to

00:49:56.000 --> 00:49:58.329
be part of their life. And that's what the thing

00:49:58.329 --> 00:50:00.210
is. So yeah, well, what's the job and why is

00:50:00.210 --> 00:50:02.989
it good for this person to come and apply for

00:50:02.989 --> 00:50:04.929
the job? Why should they put their effort in?

00:50:04.929 --> 00:50:07.010
Why should they work for us? Well, it's not just

00:50:07.010 --> 00:50:09.530
we'll pay you and you can work here. Like employees

00:50:09.530 --> 00:50:11.010
goes, yeah, I'll give someone a job like they

00:50:11.010 --> 00:50:13.369
should worship me. Well, no, like they can go

00:50:13.369 --> 00:50:16.099
work somewhere else. So yeah, just defining,

00:50:16.179 --> 00:50:17.780
well, this is opportunity. This is what we want

00:50:17.780 --> 00:50:20.599
to do. We want a person like this. If you think

00:50:20.599 --> 00:50:22.719
like this way, this way, this way, we're gonna

00:50:22.719 --> 00:50:25.880
treat you like this. And sometimes we do, sometimes

00:50:25.880 --> 00:50:27.480
we don't, but that's what we're trying to do.

00:50:28.199 --> 00:50:31.360
And then there's a questionnaire asking, you

00:50:31.360 --> 00:50:33.000
know, like that question I mentioned before.

00:50:33.920 --> 00:50:35.320
There's a question that says, can you write?

00:50:36.279 --> 00:50:38.559
Give me an example which she said yes, I can

00:50:38.559 --> 00:50:42.159
write and then didn't give an example I Googled

00:50:42.159 --> 00:50:44.239
her and she brief she'd done a big blog post

00:50:44.239 --> 00:50:47.619
for you know an organization she's part of and

00:50:47.619 --> 00:50:51.860
I was like she can write And a lot of people

00:50:51.860 --> 00:50:54.800
wrote some interesting things and and there's

00:50:54.800 --> 00:50:56.639
a lot of questions It's just giving me an idea

00:50:56.639 --> 00:50:58.380
of how they think what do they want to do? Like

00:50:58.380 --> 00:51:00.159
what's going on? I thought this girl's alright.

00:51:00.159 --> 00:51:02.460
She's a bit intelligent like sounds alright looks

00:51:02.460 --> 00:51:05.260
motivated and pretty much got the gist that Yeah,

00:51:05.260 --> 00:51:06.619
she wanted to work, she wanted to work hard,

00:51:07.079 --> 00:51:10.099
like, cool, okay. So, I think I read it and then

00:51:10.099 --> 00:51:13.539
I rang her. Literally, so quickly. Yeah, just

00:51:13.539 --> 00:51:17.820
like on red ring, and just someone asked a couple

00:51:17.820 --> 00:51:20.900
of questions. Just to clarify, what am I reading?

00:51:21.239 --> 00:51:23.000
Is it a reflection of what this person actually

00:51:23.000 --> 00:51:25.639
is? And then she's answered a couple of questions,

00:51:26.840 --> 00:51:29.320
like, I'm going to cheat. Nah, it's fine. So

00:51:29.320 --> 00:51:31.380
you've got an insight on how the person thinks,

00:51:31.820 --> 00:51:33.619
which is far better than getting a one -page

00:51:33.619 --> 00:51:35.360
resume, a two -page resume. Oh yeah, they've

00:51:35.360 --> 00:51:36.739
got experience, they've done it for 10 years,

00:51:36.840 --> 00:51:39.340
rah, rah, rah, rah, rah. And in reality, you

00:51:39.340 --> 00:51:41.219
have no idea whether it was good or bad. You

00:51:41.219 --> 00:51:44.440
have no idea how the person is. So yeah, that's

00:51:44.440 --> 00:51:47.239
our process. And then in the interview, like

00:51:47.239 --> 00:51:49.619
I'm pretty much already decided by the time I'm

00:51:49.619 --> 00:51:51.159
doing the interview of like, yeah, if you want

00:51:51.159 --> 00:51:53.000
to work for me, like if you're interviewing people

00:51:53.000 --> 00:51:54.860
and you don't think they can work for you, you're

00:51:54.860 --> 00:51:56.920
probably wasting a lot of time. So there was

00:51:56.920 --> 00:51:59.960
100 applicants for that job. And there were two

00:51:59.960 --> 00:52:04.039
people that I went, oh, that'd be right. And

00:52:04.039 --> 00:52:07.760
yeah, so then talking, yeah, what do you want

00:52:07.760 --> 00:52:09.480
to do? I want to be successful, I want to do

00:52:09.480 --> 00:52:11.019
this, I want to do that, blah, blah, blah, boom,

00:52:11.039 --> 00:52:13.679
boom, boom. Yep, cool, no worries. And then it

00:52:13.679 --> 00:52:15.900
was literally, well, it's not, we're not trying

00:52:15.900 --> 00:52:17.099
to sell the business, we're seeing for a good

00:52:17.099 --> 00:52:19.659
fit. They'll say, okay, well, this is it. And

00:52:19.659 --> 00:52:22.300
for the service that she was going to work in

00:52:22.300 --> 00:52:24.500
is marketing done for you. So basically a marketing

00:52:24.500 --> 00:52:26.760
person inside a small business, they can't afford

00:52:26.760 --> 00:52:29.570
to. marketing person full -time but the admin

00:52:29.570 --> 00:52:31.650
person does it or the owner does it so neither

00:52:31.650 --> 00:52:33.190
has the time or the skills or the priorities

00:52:33.190 --> 00:52:35.349
to do it so we thought okay we can teach someone

00:52:35.349 --> 00:52:38.869
how to market we get the right plan in place

00:52:38.869 --> 00:52:40.949
because we have that knowledge in our business

00:52:40.949 --> 00:52:43.570
and then they are the contact they make it happen

00:52:43.570 --> 00:52:45.349
it's a good place for people to learn how business

00:52:45.349 --> 00:52:47.949
works as well like marketing is a big part of

00:52:47.949 --> 00:52:49.690
business but you're also having conversations

00:52:49.690 --> 00:52:53.119
with business owners I know Zahara did a marketing

00:52:53.119 --> 00:52:54.559
course with someone recently, and she's like,

00:52:54.579 --> 00:52:55.940
oh, we came up with this, and we thought, what

00:52:55.940 --> 00:52:57.920
if we can get people back more often? How could

00:52:57.920 --> 00:52:59.500
that be, by doing this, this, and this marketing?

00:52:59.860 --> 00:53:01.420
I said, that's business. Sorry, that's not marketing.

00:53:02.280 --> 00:53:03.860
It's probably marketing, but you've basically

00:53:03.860 --> 00:53:05.920
just shown them how to get 40 % more turnover.

00:53:07.139 --> 00:53:10.139
That's huge. And the person's like, oh, wow.

00:53:10.820 --> 00:53:12.940
So it's a good place to learn these sort of things.

00:53:13.840 --> 00:53:15.480
So yeah, it's just about asking the right questions,

00:53:15.760 --> 00:53:17.920
and not just necessarily relying on past results,

00:53:17.980 --> 00:53:19.860
and just looking for people with the right attitude.

00:53:20.599 --> 00:53:24.179
It depends what your job is. If you've got someone

00:53:24.179 --> 00:53:27.219
you want behind a desk churning out work, those

00:53:27.219 --> 00:53:29.320
questions need to be about churning out work.

00:53:29.360 --> 00:53:30.800
Because there's people that love it. They just

00:53:30.800 --> 00:53:32.159
go, I just want to come to work. I don't want

00:53:32.159 --> 00:53:33.760
to talk to anyone. I just want to turn my computer

00:53:33.760 --> 00:53:36.960
on, turn my clock on, and go bomp, bomp, bomp.

00:53:37.039 --> 00:53:39.099
Do the same thing all day, every day. Turn it

00:53:39.099 --> 00:53:40.719
off at lunchtime. Come back after lunch. Turn

00:53:40.719 --> 00:53:43.480
it back on. They love that. They love the security.

00:53:43.559 --> 00:53:44.679
They love that they know they're going to have

00:53:44.679 --> 00:53:46.739
work tomorrow. They love that it's always going

00:53:46.739 --> 00:53:50.210
to be the same. But that's your questions. You've

00:53:50.210 --> 00:53:51.389
just got to make sure you're looking for the

00:53:51.389 --> 00:53:53.929
right people. But everyone that works with us,

00:53:54.090 --> 00:53:55.789
I'm saying, there's opportunity for you. If you

00:53:55.789 --> 00:53:56.949
want to make it happen, there's opportunity.

00:53:58.550 --> 00:54:00.590
If you don't want to make it happen, well, you

00:54:00.590 --> 00:54:03.409
probably won't be working for us. That's how

00:54:03.409 --> 00:54:05.030
it is, depending on what the role is in the business.

00:54:05.750 --> 00:54:08.489
But for most people, most roles in our business,

00:54:08.650 --> 00:54:11.010
we want them talking to people. It's about relationships.

00:54:11.050 --> 00:54:13.400
It's about people talking and... creating better

00:54:13.400 --> 00:54:16.260
results. So if you're not motivated to do that

00:54:16.260 --> 00:54:18.800
or learn or read books or do something interesting

00:54:18.800 --> 00:54:21.360
or step outside of your comfort zone, us as a

00:54:21.360 --> 00:54:25.739
business is not going to get better. So for someone

00:54:25.739 --> 00:54:28.659
who's motivated by getting out of their way,

00:54:28.760 --> 00:54:30.239
allowing them to do their job, allowing them

00:54:30.239 --> 00:54:33.119
to set their own schedule, that's great for morale,

00:54:33.179 --> 00:54:35.840
going back to employee morale, you know, just

00:54:35.840 --> 00:54:37.380
getting the right people, letting them do what

00:54:37.380 --> 00:54:40.469
they want to do and giving them a pathway. The

00:54:40.469 --> 00:54:44.489
way I see it, like, Google has how many applications

00:54:44.489 --> 00:54:46.650
per year? Two million. Two million applications

00:54:46.650 --> 00:54:49.510
per year. You put one job advert out on the northwest

00:54:49.510 --> 00:54:52.949
coast of Tasmania for a pretty niche role. And

00:54:52.949 --> 00:54:54.889
you get 100 applications. And people work from

00:54:54.889 --> 00:54:56.769
anywhere, so there were people from around Australia

00:54:56.769 --> 00:54:59.150
who applied for that. You get 100 applications

00:54:59.150 --> 00:55:02.500
for a job for a relatively small business. in

00:55:02.500 --> 00:55:05.699
the northwest coast of Tasmania. I didn't mince

00:55:05.699 --> 00:55:07.519
words either because our business sort of transitioned

00:55:07.519 --> 00:55:10.260
from something else and it's grown extremely

00:55:10.260 --> 00:55:15.960
quickly. But this was a new service. No one else

00:55:15.960 --> 00:55:18.820
does it. No one else does it in the way that

00:55:18.820 --> 00:55:21.900
we were going to do it. And it was going to be,

00:55:21.920 --> 00:55:23.619
this is a role, don't know if it's going to work

00:55:23.619 --> 00:55:25.960
or not, but you're going to have a big say on

00:55:25.960 --> 00:55:29.780
whether it does or not. For some people, if I

00:55:29.780 --> 00:55:31.079
interviewed the wrong person with the wrong attitude,

00:55:31.159 --> 00:55:33.000
they'd be like, I can't take this job because

00:55:33.000 --> 00:55:35.780
I might not have a job. You did actually make

00:55:35.780 --> 00:55:40.619
that very clear. But in the same respect, that's

00:55:40.619 --> 00:55:42.460
important to communicate because some people

00:55:42.460 --> 00:55:44.400
wouldn't be like, oh, this person might scare

00:55:44.400 --> 00:55:46.519
them off. But you want them to know because you

00:55:46.519 --> 00:55:49.219
want to know that even if it's scary, they're

00:55:49.219 --> 00:55:52.920
still going to have a crack. So that worked well.

00:55:53.929 --> 00:55:57.010
But yeah, so I think that's another thing. People

00:55:57.010 --> 00:55:58.750
go, you can't find good people. They're not out

00:55:58.750 --> 00:56:01.110
there. Well, they are always out there. They're

00:56:01.110 --> 00:56:02.650
just working for someone else or they're not

00:56:02.650 --> 00:56:04.789
seeing your posts. People go, oh, I advertise

00:56:04.789 --> 00:56:06.110
on Facebook all the time. I put it up there.

00:56:06.429 --> 00:56:09.489
Well, Facebook's just one channel. Seek .com

00:56:09.489 --> 00:56:14.349
.au, not sponsored. Is the number one place people

00:56:14.349 --> 00:56:15.409
go to look. And they're like, oh, I don't want

00:56:15.409 --> 00:56:16.909
to pay 300 bucks. Put an ad up on there. It's

00:56:16.909 --> 00:56:19.849
like, you're an idiot. What's it worth to you

00:56:19.849 --> 00:56:21.690
for $300? Oh, but last time I did, I can get

00:56:21.690 --> 00:56:23.769
a degree in ambulance. I got no accolades. If

00:56:23.769 --> 00:56:25.809
you've got no influence, leave it there. If the

00:56:25.809 --> 00:56:27.769
job's still there, keep paying every month until

00:56:27.769 --> 00:56:29.630
you get one. Because if you get a good person,

00:56:29.670 --> 00:56:32.070
it's going to be more than worth that. But yeah,

00:56:32.190 --> 00:56:34.110
we've got on Facebook, but we've got to share

00:56:34.110 --> 00:56:36.610
it and we don't really get anyone. Well, because

00:56:36.610 --> 00:56:38.269
the people on your page are sharing it, so you've

00:56:38.269 --> 00:56:40.309
got a limited thing. But do you pay for more

00:56:40.309 --> 00:56:42.909
ads? What are you doing to search for people?

00:56:43.590 --> 00:56:45.550
Let's say Google, do they have to search for

00:56:45.550 --> 00:56:47.630
people? No, people go to their website, go, I

00:56:47.630 --> 00:56:49.849
want to work at Google, because of the word of

00:56:49.849 --> 00:56:53.150
mouth. So what are you doing to do that? you

00:56:53.150 --> 00:56:56.750
know, we got approached by a local college to

00:56:56.750 --> 00:56:59.710
the Careers Expo to talk about what we do. And

00:56:59.710 --> 00:57:01.289
it was probably more so than I was thinking,

00:57:01.489 --> 00:57:03.469
we'll get some good people out of it. It was

00:57:03.469 --> 00:57:04.889
more, we'll probably give back a little bit to

00:57:04.889 --> 00:57:07.380
the community and just say, hey, people. Just

00:57:07.380 --> 00:57:08.980
so you know, when you're going through school

00:57:08.980 --> 00:57:10.219
and you're learning that you've got to work nine

00:57:10.219 --> 00:57:11.960
to five and do the same job for the rest of your

00:57:11.960 --> 00:57:15.679
life, be a good citizen, you don't have to do

00:57:15.679 --> 00:57:17.199
that. You can do all this other stuff too. You

00:57:17.199 --> 00:57:19.360
actually do whatever you want. As long as people

00:57:19.360 --> 00:57:22.619
are happy to pay you for it. I was like, oh,

00:57:22.619 --> 00:57:25.719
that's fine. Happy to do that. But then there's

00:57:25.719 --> 00:57:27.739
word of mouth from that. We've got someone that

00:57:27.739 --> 00:57:29.420
then approached us. Oh, can we do some work for

00:57:29.420 --> 00:57:31.179
you? It's free. We've got funding from here,

00:57:31.199 --> 00:57:33.659
so they'll pay Dean, but we'd like to learn about

00:57:33.659 --> 00:57:36.789
it. And then various times people sort of sent

00:57:36.789 --> 00:57:41.269
through, oh, we heard about this. So what places

00:57:41.269 --> 00:57:44.750
do people hear about your organization? What

00:57:44.750 --> 00:57:47.269
programs have you got? Is your business doing

00:57:47.269 --> 00:57:51.250
anything for the community? Your reputation of

00:57:51.250 --> 00:57:55.210
your business will attract good people. I see,

00:57:55.670 --> 00:57:58.349
Google's a great example. Google didn't start

00:57:58.349 --> 00:58:00.539
out as Google. Obviously they had the name Google,

00:58:00.599 --> 00:58:02.260
but they didn't have the reputation. They didn't

00:58:02.260 --> 00:58:04.440
have worldwide reach that they've got today.

00:58:04.619 --> 00:58:09.360
I mean, they're 30 to 40 year old business. And

00:58:09.360 --> 00:58:12.900
business abundance is in that early stages of

00:58:12.900 --> 00:58:14.619
setting their culture, getting the right people

00:58:14.619 --> 00:58:18.019
in the right place. I mean, it's ridiculous for

00:58:18.019 --> 00:58:20.119
me to see you guys get a hundred applications

00:58:20.119 --> 00:58:26.829
to a job. It's only a hundred. You're looking

00:58:26.829 --> 00:58:28.909
at that as only get 100 and then Joe Bloggs around

00:58:28.909 --> 00:58:31.710
the corner here who's been running a marketing

00:58:31.710 --> 00:58:34.429
agency for 20 years is looking at that going,

00:58:34.469 --> 00:58:37.610
I wish I could get 100. Good people at point.

00:58:37.610 --> 00:58:40.309
In that we had people that have a social audience

00:58:40.309 --> 00:58:45.389
themselves of over 200 ,000 people. So when you

00:58:45.389 --> 00:58:47.469
put the right thing right, you'll get good people

00:58:47.469 --> 00:58:50.630
but what's in it for them? That's a big thing.

00:58:51.710 --> 00:58:56.380
WIIFM. WIIFM. What's in it for me? Yeah, so employment

00:58:56.380 --> 00:59:00.260
are up. Yeah. Before we wrap up, I just want

00:59:00.260 --> 00:59:02.780
to talk on one more thing and that's employee

00:59:02.780 --> 00:59:04.920
-led. I've got another things too. Let's talk

00:59:04.920 --> 00:59:10.539
about that. Let's talk. So we've covered topics

00:59:10.539 --> 00:59:14.760
like work -life balance, investing in your employees,

00:59:15.480 --> 00:59:19.019
changing your business or creating a really nice

00:59:19.019 --> 00:59:22.699
business culture for... Your employees can I

00:59:22.699 --> 00:59:24.619
just interrupt for a second investing in your

00:59:24.619 --> 00:59:26.460
employees? It's just a nice little thing people

00:59:26.460 --> 00:59:28.579
can take away Maybe you should train your employees

00:59:28.579 --> 00:59:30.880
like pay send them on courses if they say I want

00:59:30.880 --> 00:59:32.920
to learn this like show them how to learn it

00:59:32.920 --> 00:59:35.019
Like there's nothing more frustrating than people

00:59:35.019 --> 00:59:38.420
not knowing to do things So that's a really easy

00:59:38.420 --> 00:59:40.119
one pretty much every business can implement.

00:59:40.440 --> 00:59:44.420
Yep. Yep So like employee led initiatives is

00:59:44.420 --> 00:59:47.260
another great example of how you can improve

00:59:47.260 --> 00:59:51.670
your employee morale Do you want to speak to

00:59:51.670 --> 00:59:53.150
that? Yeah. Do you want to explain to me what

00:59:53.150 --> 00:59:55.610
you mean? It's a pretty fancy term. So employee

00:59:55.610 --> 01:00:01.050
led initiative. An employee comes to you and

01:00:01.050 --> 01:00:04.690
has an idea and says, this is cool. I think this

01:00:04.690 --> 01:00:09.050
would be really good for your business. Can I

01:00:09.050 --> 01:00:12.230
take this to where I think it could go? Yeah.

01:00:14.090 --> 01:00:16.210
I've had experience with this with you. Yeah.

01:00:16.489 --> 01:00:22.750
Okay. The podcast. Yeah. And from my experience,

01:00:22.929 --> 01:00:27.789
it's really fantastic. And I really appreciated

01:00:27.789 --> 01:00:30.730
having that happen. What does that mean for other

01:00:30.730 --> 01:00:35.349
small businesses? Yeah, so it's much easier when

01:00:35.349 --> 01:00:37.489
you've got multiple people helping, I think.

01:00:37.889 --> 01:00:39.909
So if you think as a business owner, you're letting

01:00:39.909 --> 01:00:43.030
other good ideas, you're kidding yourself. Yeah,

01:00:43.030 --> 01:00:44.429
there might be some terrible ideas coming out

01:00:44.429 --> 01:00:48.309
of your business too, but if no one's ever coming

01:00:48.309 --> 01:00:50.710
to you with ideas, yeah. You're not going to

01:00:50.710 --> 01:00:53.469
get any out. But yeah, the podcast is a good

01:00:53.469 --> 01:00:56.150
example. We're talking about what can we do to

01:00:56.150 --> 01:00:59.110
communicate with more people and get our name

01:00:59.110 --> 01:01:02.909
out there more. We'll do a podcast and then put

01:01:02.909 --> 01:01:04.389
this out because we've got interesting ideas

01:01:04.389 --> 01:01:05.769
and we're talking about things people don't talk

01:01:05.769 --> 01:01:08.190
about. When we talk to a client, they're like,

01:01:08.610 --> 01:01:12.469
what is this? I forget, not many people talk

01:01:12.469 --> 01:01:15.340
about the things I talk about. It's just like,

01:01:15.380 --> 01:01:17.420
yeah, we just need to get out more. And I was

01:01:17.420 --> 01:01:19.539
like, oh yeah, but then we've got to market ourselves

01:01:19.539 --> 01:01:21.780
and we've got to market our podcasts. And then

01:01:21.780 --> 01:01:24.360
in a podcast, we've got to sell ourselves. And

01:01:24.360 --> 01:01:26.420
I'm like, oh, that's actually making more work.

01:01:27.400 --> 01:01:29.480
And like, just being honest. And I said this

01:01:29.480 --> 01:01:31.219
is hard when she told me, oh, but then we've

01:01:31.219 --> 01:01:32.659
got this. And she's thinking about the name.

01:01:32.719 --> 01:01:34.880
The name had to be a certain name. The people,

01:01:34.940 --> 01:01:36.260
if they saw the podcast, they want to click on

01:01:36.260 --> 01:01:40.219
it. I was like, well, does it? Or should we use

01:01:40.219 --> 01:01:43.949
it for a different purpose? I know more about

01:01:43.949 --> 01:01:45.730
the direction of where I want to go than what

01:01:45.730 --> 01:01:48.230
she does. And I try to educate everyone as much

01:01:48.230 --> 01:01:51.349
as possible on what I want to do and what we're

01:01:51.349 --> 01:01:53.750
going to do. So, but you know, on me, so it's

01:01:53.750 --> 01:01:55.570
in my head. So that's, you know, I know. And

01:01:55.570 --> 01:01:57.869
it's like, well, we've got clients throughout

01:01:57.869 --> 01:02:00.869
Australia using a variety of services. Like,

01:02:00.869 --> 01:02:02.869
for example, someone might just ring up and want

01:02:02.869 --> 01:02:04.570
some support with Xero. I don't know how to do

01:02:04.570 --> 01:02:06.429
this. My accountant won't talk to me or they're

01:02:06.429 --> 01:02:08.030
like, oh, it's not enough work. So go away or

01:02:08.030 --> 01:02:10.389
they let me. talk to the receptionist who hasn't

01:02:10.389 --> 01:02:12.050
used Xero before and charge me 200 bucks per

01:02:12.050 --> 01:02:14.750
hour for eight hours of listening to that person

01:02:14.750 --> 01:02:18.369
say I don't know how to use this. So they literally

01:02:18.369 --> 01:02:21.789
use us for an hour to get some Xero support through

01:02:21.789 --> 01:02:26.409
to they spend multiple tens of thousands with

01:02:26.409 --> 01:02:28.610
us per year to do a variety of things and yes

01:02:28.610 --> 01:02:30.230
we're making more money than that and helping

01:02:30.230 --> 01:02:33.230
them but there's quite a big range. Like can

01:02:33.230 --> 01:02:35.030
we use this podcast to communicate with them

01:02:35.030 --> 01:02:38.010
every month and give them some value that's literally

01:02:38.010 --> 01:02:40.519
for free Maybe it'll be useless when they listen

01:02:40.519 --> 01:02:42.360
to it. Maybe they'll get something out of it.

01:02:42.460 --> 01:02:45.619
But we get to talk to everyone because I can't

01:02:45.619 --> 01:02:48.119
ring everyone every month. Like it's just impossible.

01:02:48.239 --> 01:02:51.400
Plus it's not productive for our business. But

01:02:51.400 --> 01:02:53.800
if we talk to everyone, that's definitely good

01:02:53.800 --> 01:02:56.239
for us. It's definitely good for them. And if

01:02:56.239 --> 01:02:58.019
we're giving out some free value and people get

01:02:58.019 --> 01:03:00.239
some takeaways and makes their life better, makes

01:03:00.239 --> 01:03:03.500
their business better, then that's a no brainer.

01:03:03.659 --> 01:03:05.559
I was like, well, I think the podcast, so if

01:03:05.559 --> 01:03:08.219
we literally just sending it to our clients and

01:03:08.750 --> 01:03:10.949
the only people listening to it. I'm happy with

01:03:10.949 --> 01:03:13.530
that. Like that's ideal. That's exactly what

01:03:13.530 --> 01:03:15.789
we need because it's about happy clients and

01:03:15.789 --> 01:03:19.289
good results for our clients. So then the name

01:03:19.289 --> 01:03:20.550
was a bit easy because it's the Business Among

01:03:20.550 --> 01:03:23.429
Us podcast. Like people know what it is because

01:03:23.429 --> 01:03:26.530
it's coming from us to our clients. And then

01:03:26.530 --> 01:03:28.969
if that expands and gets bigger because of that,

01:03:28.989 --> 01:03:31.309
that's great. That's no problem. That's an added

01:03:31.309 --> 01:03:33.269
benefit. But particularly it was to make sure

01:03:33.269 --> 01:03:36.929
we had happy clients. So that's a staff -led

01:03:36.929 --> 01:03:40.619
initiative. hey here's an idea and this was the

01:03:40.619 --> 01:03:42.519
purpose and I've gone well yeah it's a great

01:03:42.519 --> 01:03:44.360
idea but actually we'll use it for this purpose

01:03:44.360 --> 01:03:45.860
so you don't have to say oh that's great idea

01:03:45.860 --> 01:03:48.739
or that's terrible idea and you can also work

01:03:48.739 --> 01:03:51.840
with them and let's brainstorm it and there's

01:03:51.840 --> 01:03:53.559
there's ideas that people have come to me with

01:03:53.559 --> 01:03:55.480
and said hey this is a good idea and I've said

01:03:55.480 --> 01:03:57.949
or thought Oh, that's a terrible idea, but I've

01:03:57.949 --> 01:03:59.989
gone, yeah, go nuts, put that together and see

01:03:59.989 --> 01:04:02.550
how it goes. Because at least they're trying,

01:04:02.690 --> 01:04:05.449
at least they're learning. They'll learn, and

01:04:05.449 --> 01:04:07.809
I'll help them where I can too, but they'll learn

01:04:07.809 --> 01:04:09.590
what works, what doesn't work, what they could

01:04:09.590 --> 01:04:11.010
do better for future, and then there'll be better

01:04:11.010 --> 01:04:13.389
ideas later on. Almost like they'll get some

01:04:13.389 --> 01:04:20.110
life experience. Funny that. Buzzword. Yeah,

01:04:20.269 --> 01:04:22.130
so in other businesses, it's the same sort of

01:04:22.130 --> 01:04:25.789
thing. You know, people have incentives, there's

01:04:25.789 --> 01:04:28.590
organisations where if a staff member comes up

01:04:28.590 --> 01:04:31.289
with something, it gets implemented, they get

01:04:31.289 --> 01:04:34.409
part of the profit improvement. You know, so

01:04:34.409 --> 01:04:36.130
hey, if I can implement something in your business,

01:04:36.210 --> 01:04:38.170
it's going to make us another $100 ,000 a year.

01:04:39.130 --> 01:04:40.769
What do you reckon? Most business owners will

01:04:40.769 --> 01:04:42.550
be like, oh, thanks for telling me and bank the

01:04:42.550 --> 01:04:44.269
money. The employee gets nothing, maybe another

01:04:44.269 --> 01:04:46.909
couple of bucks an hour. Like, who cares? Some

01:04:46.909 --> 01:04:50.289
businesses... This was 15 years ago. We're saying,

01:04:50.510 --> 01:04:53.170
yeah, we'll go 50 -50 in the first year. Whatever

01:04:53.170 --> 01:04:55.210
we decide that impacted by, you'll get half of

01:04:55.210 --> 01:04:57.050
it. Would you reckon they would come up with

01:04:57.050 --> 01:05:00.650
some good ideas? Definitely, you know. And then

01:05:00.650 --> 01:05:01.909
you've got employers that are part of the business

01:05:01.909 --> 01:05:03.510
too. They don't own the business, but they know

01:05:03.510 --> 01:05:04.969
if they do something to make the business better,

01:05:05.010 --> 01:05:08.650
they get pretty well rewarded. How many places

01:05:08.650 --> 01:05:10.489
have you worked at where part of the employment

01:05:10.489 --> 01:05:13.269
contract is any ideas you come up with are 100

01:05:13.269 --> 01:05:16.679
% the property? of the business, you get nothing

01:05:16.679 --> 01:05:18.659
for it. Yeah, well that's true, but it is either

01:05:18.659 --> 01:05:20.980
paying you for your time, so you're there, you're

01:05:20.980 --> 01:05:23.159
working, your ideas are the property, but they

01:05:23.159 --> 01:05:24.860
don't have to give you their ideas, do they?

01:05:27.059 --> 01:05:30.900
So yeah, but if you've got happy employees, they're

01:05:30.900 --> 01:05:32.239
gonna come up with things, they're gonna be motivated

01:05:32.239 --> 01:05:33.980
to get good results, and I think it's about focusing

01:05:33.980 --> 01:05:35.659
on the right things, going back to core values.

01:05:36.940 --> 01:05:40.199
If I think everyone in our business understands,

01:05:40.840 --> 01:05:42.820
I don't really care what you do as long as we've

01:05:42.820 --> 01:05:45.539
got a happy client getting a good result. Now,

01:05:45.539 --> 01:05:47.420
I don't want happy clients that aren't getting

01:05:47.420 --> 01:05:49.340
a good result because that's sort of fraudulent

01:05:49.340 --> 01:05:51.679
and sometimes things don't work out That's fine,

01:05:51.699 --> 01:05:53.360
but you've got to be trying to work to fix it

01:05:53.360 --> 01:05:54.599
You've got to be trying to get to that point

01:05:54.599 --> 01:05:56.539
where they're going. Oh my gosh. That's not only

01:05:56.539 --> 01:05:59.400
am I super happy with you like this results amazing

01:05:59.400 --> 01:06:02.179
Someone rang me yesterday and just gave me a

01:06:02.179 --> 01:06:04.219
20 -minute debrief on how awesome I was last

01:06:04.219 --> 01:06:06.480
year and and give me that what's happened since

01:06:06.480 --> 01:06:09.280
and you know, that was nice I was like but in

01:06:09.280 --> 01:06:11.099
reality you got you did the work, but that's

01:06:11.099 --> 01:06:13.750
what we want. We want them to be happy and get

01:06:13.750 --> 01:06:15.809
good results. That's what we're in business for.

01:06:16.530 --> 01:06:19.670
So you've got to do whatever you can, and all

01:06:19.670 --> 01:06:21.309
of your team needs to be doing whatever they

01:06:21.309 --> 01:06:24.889
can to make that happen. So you've got to have

01:06:24.889 --> 01:06:26.510
an environment where people not only are happy

01:06:26.510 --> 01:06:28.949
to come to you to give ideas, but you don't just

01:06:28.949 --> 01:06:31.030
go, that's a dumb idea, because they're not going

01:06:31.030 --> 01:06:33.070
to come to you with the next one. You've got

01:06:33.070 --> 01:06:36.809
to be able to, if it's a dumb idea, say, oh yeah,

01:06:37.789 --> 01:06:39.409
can you tell me more about that and get it explained?

01:06:39.550 --> 01:06:40.969
Say, well, what about this and what about this,

01:06:40.969 --> 01:06:43.389
you know? and they might eventually go, no, I

01:06:43.389 --> 01:06:44.750
still think it's a good idea, we'll let them

01:06:44.750 --> 01:06:47.010
run with it, you know, no worries, prove me wrong.

01:06:48.230 --> 01:06:50.150
Every now and then they will. Yeah, or just go,

01:06:50.690 --> 01:06:52.929
that's, to be honest, we're going in this direction

01:06:52.929 --> 01:06:54.730
with, I think that's going in that one, so let's

01:06:54.730 --> 01:06:56.170
just leave that to the side. Have a good enough

01:06:56.170 --> 01:06:57.429
relationship with your staff to be able to say

01:06:57.429 --> 01:06:58.690
that too. Like, if you've got a good friend,

01:06:58.789 --> 01:07:00.369
you can tell them to shut up, you've been stupid.

01:07:01.250 --> 01:07:03.389
If you haven't got a good relationship, you can't,

01:07:03.489 --> 01:07:06.860
you know? Yeah. So we've talked about everything

01:07:06.860 --> 01:07:11.440
from work -life balance to the recruitment process,

01:07:12.920 --> 01:07:15.940
investing in your employees, employer -led initiatives.

01:07:16.380 --> 01:07:18.840
And I've remembered now. Oh, welcome back. Yes,

01:07:18.840 --> 01:07:21.940
we talk about Google and we talk about having

01:07:21.940 --> 01:07:25.699
slides and food and I think it's something that

01:07:25.699 --> 01:07:28.539
doesn't get discussed is there was, for every

01:07:28.539 --> 01:07:31.840
Google, there were like a million tech companies.

01:07:32.949 --> 01:07:34.690
Burst in the bubble, you know, it was a being

01:07:34.690 --> 01:07:40.670
the great Being yeah Ask Jeeves Alta Vista. Oh,

01:07:40.690 --> 01:07:42.670
yeah, lots of different things, but they were

01:07:42.670 --> 01:07:44.250
tech company for everything It's like now you've

01:07:44.250 --> 01:07:46.289
got you got a billion different crypto currencies

01:07:46.289 --> 01:07:50.329
like in reality Are they worth anything? Like

01:07:50.329 --> 01:07:51.730
yes, you can make money on them at the moment.

01:07:51.750 --> 01:07:55.190
You can also lose a lot of money But they're

01:07:55.190 --> 01:07:57.769
not a physical thing. You've got 20 ,000 different

01:07:57.769 --> 01:08:00.000
currencies that essentially you're just transferring

01:08:00.000 --> 01:08:02.400
something for something else and they won't exist

01:08:02.400 --> 01:08:05.159
later on. And we had a tech company boom where

01:08:05.159 --> 01:08:06.860
everyone's going, well, this internet, like,

01:08:06.920 --> 01:08:10.059
you can make a business and then you can sell

01:08:10.059 --> 01:08:13.019
it on the share market for millions and they

01:08:13.019 --> 01:08:16.100
didn't actually have any revenue or there was

01:08:16.100 --> 01:08:18.119
nothing there. So there's this huge inflation

01:08:18.119 --> 01:08:20.520
of prices for these companies and then investors

01:08:20.520 --> 01:08:23.399
going nuts for it. And then one day everyone

01:08:23.399 --> 01:08:25.180
went, actually, none of this actually makes money.

01:08:25.479 --> 01:08:27.819
and then it all dispersed and everyone, all the

01:08:27.819 --> 01:08:32.699
investors lost their money. And so that's not

01:08:32.699 --> 01:08:35.020
saying that's anything to do with Google's workplace

01:08:35.020 --> 01:08:39.319
culture, but tech companies, especially Silicon

01:08:39.319 --> 01:08:42.079
Valley, they were, we have a slide, we have a

01:08:42.079 --> 01:08:44.060
beanbag, we have ping pong. Actually, you can

01:08:44.060 --> 01:08:48.239
play ping pong all day. Come work for us. Their

01:08:48.239 --> 01:08:54.909
business sucked. And they, Google knows what

01:08:54.909 --> 01:08:58.989
their employees are doing, the output and the

01:08:58.989 --> 01:09:02.710
results. You can't just say, let's make everyone's

01:09:02.710 --> 01:09:05.710
life fantastic and let everyone go nuts and not

01:09:05.710 --> 01:09:08.170
have some control in place to ensure the business

01:09:08.170 --> 01:09:11.409
is doing what the business does. So if your business

01:09:11.409 --> 01:09:14.630
is selling cars, you need to have happy employees

01:09:14.630 --> 01:09:19.689
and sell cars. Well, you're selling cars. You

01:09:19.689 --> 01:09:22.729
need to know what's going on. You need to have

01:09:22.729 --> 01:09:25.069
rules. Chicken and egg kind of thing isn't it?

01:09:25.149 --> 01:09:26.810
Yeah, you need to have rules in place saying

01:09:26.810 --> 01:09:29.310
well you can have fun as long as we are selling

01:09:29.310 --> 01:09:32.909
cars Yeah, so you go nuts you have the craziest

01:09:32.909 --> 01:09:34.630
fun you've ever had in your life if we're selling

01:09:34.630 --> 01:09:37.250
cars and I had a boss when I was much hungrier

01:09:37.250 --> 01:09:40.390
I was in sales a JB Hi -Fi actually and he didn't

01:09:40.390 --> 01:09:44.489
care what I did all day at all If my area was

01:09:44.489 --> 01:09:47.090
clean and I was selling and I was selling more

01:09:47.090 --> 01:09:50.329
than anyone else in the company and my area was

01:09:50.329 --> 01:09:55.130
fantastic But did I have 20 breaks per day? Yes,

01:09:55.130 --> 01:09:57.689
I did. Did I sell three times more than anyone

01:09:57.689 --> 01:10:00.409
else on the shore? Yes, I did. So was he going,

01:10:00.670 --> 01:10:01.710
come on Rowan, you need to get back in here because

01:10:01.710 --> 01:10:03.029
you could sell six times more than everyone else

01:10:03.029 --> 01:10:03.970
if you were in here all day. And I was like,

01:10:03.989 --> 01:10:05.630
well, in reality, no, I'm going for breaks because

01:10:05.630 --> 01:10:08.130
no one's in the shop. And if I see a customer

01:10:08.130 --> 01:10:09.630
coming, I'm getting back in the shop. I'm the

01:10:09.630 --> 01:10:12.970
first one back there. And I'm not standing around

01:10:12.970 --> 01:10:14.310
doing nothing, waiting for a customer to come

01:10:14.310 --> 01:10:16.470
in. I'm cleaning my area. I'm there somewhere

01:10:16.470 --> 01:10:18.329
doing something because I know a customer is

01:10:18.329 --> 01:10:20.500
going to come to me if I'm doing something. but

01:10:20.500 --> 01:10:25.060
not if I'm standing there looking weird. You

01:10:25.060 --> 01:10:28.899
know, so he knew I got all this stuff, and he

01:10:28.899 --> 01:10:31.539
let me do what I want, which is definitely unheard

01:10:31.539 --> 01:10:35.939
of in retail, but I was doing 100 % of everything

01:10:35.939 --> 01:10:37.880
I needed to do to work in that business, and

01:10:37.880 --> 01:10:40.840
I wasn't annoying other people there. I'd help

01:10:40.840 --> 01:10:42.300
other people, so I wasn't going and taking a

01:10:42.300 --> 01:10:44.960
break when my mate in my section was busy trying

01:10:44.960 --> 01:10:46.840
to do something. I was helping them do it and

01:10:46.840 --> 01:10:48.359
it was just, instead of standing there with my

01:10:48.359 --> 01:10:49.699
fingers in the air going doo -doo -doo -doo -doo

01:10:49.699 --> 01:10:53.159
-doo, I was going to do something else. So the

01:10:53.159 --> 01:10:55.659
point is that we can talk about a Google or a

01:10:55.659 --> 01:10:59.260
version or whatever, X, Y, Z. You still need

01:10:59.260 --> 01:11:02.920
to have a business model. People still need to

01:11:02.920 --> 01:11:04.420
know what's expected of them and they need to

01:11:04.420 --> 01:11:08.079
be doing their job. You can't just have all fun.

01:11:09.540 --> 01:11:14.899
That's good. We're gonna wrap up here. So I just

01:11:14.899 --> 01:11:17.340
want to let you know that our next episode will

01:11:17.340 --> 01:11:22.399
be on the concept of change and discussing the

01:11:22.399 --> 01:11:24.399
quote, if you stand still on the train track,

01:11:24.479 --> 01:11:27.659
the train will eventually hit you. So what's

01:11:27.659 --> 01:11:31.000
it mean to be that business that doesn't change?

01:11:31.420 --> 01:11:33.840
And it's a very relevant topic at the moment.

01:11:34.720 --> 01:11:36.920
So I look forward to chatting to you guys about

01:11:36.920 --> 01:11:40.260
that. If you have any questions about what we've

01:11:40.260 --> 01:11:42.699
talked about today, make sure to visit our website

01:11:42.699 --> 01:11:45.640
and book a catch up. You can visit our website

01:11:45.640 --> 01:11:50.319
at www .businessabundance .online. We'll see

01:11:50.319 --> 01:11:52.340
you next time. Thanks everyone. So long.