Podcasts about process street

Join Erin Rice from Process Street and Naomi Hattaway, a workplace transition expert and creator of the Leaving Well framework, as they explore how thoughtful onboarding and offboarding shape a stronger, more human-centered company culture.In this episode, Naomi shares how intentional practices, like inclusive job postings, onboarding reading guides, and stay interviews, set the tone for an employee's journey from day one to their final farewell. She unpacks the emotional and cultural weight of workplace transitions, highlighting the impact of small gestures, transparent communication, and personalized experiences.Learn how to build a seamless transition strategy that boosts retention, nurtures employee connection, and turns former team members into lasting brand advocates.

Join Erin Rice from Process Street and Lisa Akorli from Just Futures, a public benefit investment firm, as they explore how retirement benefits can drive equity, trust, and long-term employee engagement from day one.In this episode, Lisa shares practical insights into designing equitable retirement plans that support diverse teams, covering topics such as fee transparency, guaranteed contributions, and values-aligned investment options. She explains why accessible financial advisors, administrative ease, and inclusive eligibility policies should be part of every onboarding strategy.Learn how HR teams can use retirement benefits to build trust, reduce wealth gaps, and enhance retention through more inclusive, future-focused onboarding.

Join Erin Rice from Process Street and Caroline Yoast, an experienced HR leader specializing in fast-growth startups, as they dive into the keys to building a successful employee onboarding experience.In this episode, Caroline shares insights on why onboarding should prioritize clear expectations, structured access to resources, and manager availability to set new hires up for success. She discusses the importance of psychological safety, balancing employee needs with business goals, and how onboarding strategies evolve as companies scale.Learn how to streamline processes, foster early engagement, and create an onboarding experience that drives productivity, retention, and long-term impact.

Join Erin Rice from Process Street and Jen Bergren, an expert in knowledge management and onboarding strategy, as they explore how to create human-centered onboarding experiences that set new hires up for success.In this episode, Jen shares insights on why human connection is the missing piece in many onboarding programs, how to structure a 90-day onboarding plan, and why visibility into a role's past work is crucial for new employees.Learn how to balance automation with personal touchpoints, create a structured yet engaging onboarding experience, and ensure new hires feel confident, connected, and valued from day one.

Join Erin Rice from Process Street and Megan Weizel, managing partner at Salmela, as they explore how to revolutionize employee onboarding through strategic recruitment, and exceptional candidate experiences.In this episode, Megan shares her unique perspective on why onboarding begins before the offer is made, the critical role of talent branding, and how to create a white-glove candidate journey that drives retention and business success.Learn how to align stakeholders early, avoid common onboarding pitfalls, and design an experience that fosters loyalty, motivates employees, and bridges the gap between recruitment and long-term engagement.

Join Erin Rice from Process Street and Aashni Shah, founder of Hype Docs, as they dive into creating impactful employee onboarding experiences.In this episode, Aashni shares insights on celebrating wins to boost engagement, the importance of pre-boarding, and how to build meaningful connections in a remote or hybrid work environment.Learn how to automate onboarding processes while maintaining the human touch, foster early impact and recognition, and ensure new hires feel welcomed, supported, and aligned with company values from day one.

Join Erin Rice from Process Street and Victoria Cooke, Manager of People & Culture at Happy Money, as they discuss creating authentic and high-impact employee onboarding experiences. In this episode, Victoria shares insights on blending empathy and creativity, the importance of pre-boarding, and how to avoid the pitfalls of inauthentic onboarding in a remote work environment. Learn how to engage new hires from the moment they sign, manage the process with limited resources, and ensure your company culture shines through the entire employee lifecycle.

In this episode, Erin Rice, People and Operations Coordinator at Process Street, delves into the transformative world of employee onboarding with Dr. Christina Moran, a licensed psychologist and a member of the leadership team at Then Design Architecture. Together, they explore the nuanced blend of art and science that makes for exceptional onboarding experiences. Dr. Moran shares her wealth of experience in organizational effectiveness, people leadership, and psychology to uncover strategies that not only welcome new hires but also set them up for long-term success. From creating memorable first impressions to leveraging AI and human touch, this episode is packed with insights and tips for HR practitioners and business leaders looking to elevate their onboarding process. Tune in to learn how to make your onboarding process a strategic asset for engagement and retention.

If you're a property manager, you know that property management is a tough and demanding industry at times. Property managers often feel pressure to make owners and tenants happy.  In today's episode, property management growth expert Jason Hull sits down with Logan from Virtually Incredible to talk about how property management entrepreneurs can improve their company's customer service. You'll Learn [03:41] Making big impressions as a small business [10:39] Does every other property manager suck?  [18:52] Things you can do to improve your customer service [25:59] The importance of process documentation [32:46] Importance of culture when hiring remotely Tweetables “If you are letting yourself get bogged down on the stuff that you can delegate and the stuff that doesn't need your immediate attention, you're going to be limited on the big impact stuff that really deserves your attention.” “If you avoid investing cash, then you're going to have to invest more time and effort.” “Phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company.” “Automation shakes hands with customer service.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: Phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company. And we've been able to cut some of our clients staffing costs in half just by convincing them to not do phone calls  [00:00:17] All right. Welcome DoorGrowers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you are open to doing things a bit differently then you are a DoorGrower, DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. [00:00:42] Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income at DoorGrow. We are on a mission to transform property management, business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let's get into the show. [00:01:19] And I'm hanging out today with Logan Breen of Virtually Incredible. What's up, Logan?  [00:01:25] Logan: What's going on, man. Thanks for having me. It's good to have you.  [00:01:28] Jason: So in our topic today, we're going to be chatting about small business, big impressions: mastering customer service for a professional edge. So before we get into that, Logan, why don't you give people a little bit of background on yourself? How did you get into property management? And give us some backstory.  [00:01:51] Logan: Okay. I'm third generation in property management myself. A lot of people might know my dad, Todd Breen. He is a pioneer in outsourcing and the property management industry. And I'm sitting today. I usually work from my home office, but I wanted to make sure I had a nice, bright background for our podcast today. So I'm sitting in our property management office here in South Florida. And I grew up with my dad being a one man show and running a small business without a lot of the automation and tools and outsourcing that has come with technology. And I can recall as a kid cleaning this same office with my sister. If we wanted to use the family company vehicle, part of our chores was to make sure all the office was clean and we would see stress pills and we would see a heart monitor what is it? Heart pressure monitors and stress tea remedies all over the place and we made a blood oath that we would never get into property management because it was way too stressful. And now fast forward to today, she's the broker at our management office and I'm helping hundreds of property managers across the U S implement the same best practice strategies, outsourcing strategies to make life a little bit easier. [00:03:10] Jason: All right. So what was the consequence of this blood oath?  [00:03:13] Logan: There's a little bit of an exaggeration, but we promised that we would not be in the family business, but you know what? It's a complex business and we learned it just through working with dad growing up, we worked in a variety of ways in the management company. [00:03:30] And with the tools of outsourcing and having a good team, it's not as stressful as it once was.  [00:03:35] Jason: Yeah. And now you're helping alleviate everybody else's stress, so they don't need stress pills and yeah. So let's talk about this topic, small business big impressions. And I think when entrepreneurs are starting a business, they all want to appear big. They all want to because their insecurity is they're small. Yeah. It feels small. And they're like, "people are going to know that I'm small. And if they know that I'm small, they're not going to want to work with me and trust me because I'm small." I remember feeling that way when I started my web design business decades and decades ago. And so I was like, "I got to make this sound really big and really official." like, you know, as openers, they're like adding the word group to the end of their business name. There's no group.  [00:04:17] Logan: That's great. Yeah. Yeah.  [00:04:19] Jason: So one of the things we would help with is we help them have branding website, like stuff to look like they are a larger, more established or more reputable company. And it does, it helps trust, but let's talk about customer service. How does this really play into people's perception and trust? And as everybody's heard me say on this podcast, a million times, sales and deals in this industry and every other happen at the speed of trust.  [00:04:47] Logan: I think you're right when you say that it's a mental thing as well, because there's benefits of being a small business and a level of personal touch that a small growing business can give somebody who's trusting you with their biggest asset. [00:05:02] Depends on who you're working with, right? If you're talking about a big investor that has multiple pile of bricks that makes them a few bucks. If you're talking about somebody who, is an accidental landlord, that's just trying to be financially responsible with this asset they're trying to hold on to, having somebody they can get ahold of having somebody they can talk to, those are all strengths if you want to do a concierge side of thing, but regardless of how big you want to get and what your goals are, it comes down to time management. And if you're tripping over, what's that saying, tripping over dollars to pick up dimes if you are letting yourself get bogged down on the stuff that you can delegate and the stuff that doesn't need your immediate attention, you're going to be limited on the big impact stuff that really deserves your attention. And it's really going to help you meet your goals.  [00:05:53] Jason: Yeah, there's really this interesting dichotomy between the cheapos, as I call them, that are being cheap while trying to start a business in order to save money versus being smart and spending effectively so they can have even more money. [00:06:10] Logan: Yeah. Yeah. There's definitely something to be said about, being smart with your money. It's something to look at. You need to monitor where your labor costs are going. For instance one of the biggest things we did at our management company. Is we started looking into the labor costs in our leasing on a micro level to where we're looking at each property, how much it's costing to rent it and the labor costs going towards it. [00:06:38] And if you're not taking reports of your call volume per property, your super competitive properties are very likely exceeding your leasing fee, the labor costs to be able to rent them. So there's tools out there. And in fact, that's one thing we do at Virtually Incredible is when somebody is using phone tenders, or 24/7 call center, we give them a breakdown of their call volume per property. [00:07:01] So that way you can look at, "okay, This really competitive three bedroom is getting 40 percent of our calls. We need to yank the phone number right off of that sucker because we're not going to make money losing money by exceeding our leasing fees on that specific one." And on the opposite side of the fact, if we're getting a really low call volume on a specific property, that's a perfect opportunity to tell your landlord, "Hey. You're losing more money than this place is sitting vacant." but if you don't take the time to invest in these tools and these procedures, and you're just spending money blindly or saving money blindly by doing it yourself, you're going to be time poor. Time poor is something you can't invest. You know what I mean? It's something you can't regain or build. [00:07:41] Jason: Yeah. I talk about five currencies. I learned this concept from Alex Charfen and five currencies are time, energy, focus, cash, and effort. We have to invest some of these in order to grow and scale a business. And if you avoid investing cash, then you're going to have to invest more time and effort. But I think one of the biggest secrets that we have at DoorGrow is instead of time management, we get our clients focusing on energy management. We get them on which things give them life and energy and which things drain them. And the things that are usually the lowest level tactical type of work. [00:08:19] It's not this strategic stuff of planning and being a visionary and dreaming about the business and learning new stuff. It's the stuff that's like detail oriented, nitty gritty stuff that should be offloaded and it's usually low dollar work, right? I think the very first person, any entrepreneur should hire, and usually they will get something the business needs. [00:08:42] Not what they need. They'll get like a maintenance coordinator or they'll get something. But I think the very first thing that every entrepreneur should get is an assistant for themselves. They should take care of themselves and get rid of the stuff that's draining them because then they have so much more energy. [00:08:59] And I think the biggest challenge I see in this industry and in any industry is that usually entrepreneurs in the early stages try to build the business around what the business needs. They started to build the team around what the business needs instead of building it around what they need. And so then eventually they end up with a business that maxes out their level of miserableness and they have an entire team. [00:09:24] Yeah, so by default that means they have the wrong team because they should be getting more freedom and more fulfillment If they were doing it correctly. Even though they have more money, they have less of those things and so what we have people do to figure out what sort of assistant and what they could do is we just have them do a Time study and put plus or minus signs next to everything like does this give me life or take it away? [00:09:46] Logan: I love that and you know. When people decide that they want to be an entrepreneurs versus have a J O B and, clock in, it tends to be because they want the freedom and they want the energy and then they end up giving themselves a job. And if you've given yourself a job, I wouldn't call that prime entrepreneurial. [00:10:03] You know what I'm saying? Yeah. That's so cool. Yeah. Yeah. Yeah. Yeah. Delegation buys you freedom and it's a skillset. If your slogan is, if it's to be, it's up to me, you're giving yourself a glass ceiling. And so yeah, we're on the same page. I agree with you.  [00:10:20] Jason: Yeah. So why don't you let everybody know, how do we master customer service for professional edge? How do we solve this problem? Because customer service in this industry is generally considered to be pretty shitty. Yeah, property management has a bad rap. Yeah, most property managers I talk to, especially the startups and they always tell me, " I started this business because I had some rental properties and all the other companies sucked in my market." But it's never them. [00:10:52] Nobody ever thinks they suck. Everybody else sucks. Yeah. So what do you think needs to happen there? Like, why is that?  [00:11:00] Logan: It depends on your goals. Okay. I talked to hundreds of management companies, maybe dozens every month, we'll say on what their goals are with their portfolio. [00:11:09] If their goal is to have a not real demanding, residual income to just supplement a retirement or something like that. I would say, keep your current clients, the owners happy. And and, try to reduce turnover. So nobody's losing money. If their goal is growth and building, then it's going to come down to meeting the needs of your market. Now, what we're seeing in most markets right now is that our leasing market is getting back to normal. Okay. And what I mean by that pre pandemic, we had these seasonal fluctuations where summer was red hot. [00:11:49] And fourth quarter and into the first quarter was a little bit cooler, and everybody tried to make their leases end in summer for quick turnover. And then 2020 was dead, but then 21 and 22 was a red hot leasing season. And people took leasing for granted. If you ask me. And what I mean by that is it was going to move, right? [00:12:13] In most markets you were going to get that, and there's different theories as to why that is. I think part of it is people were a little weary to move if it was already in their agenda anyways in 2020. 'cause they didn't know what was going on. But then we had this super surge of a lot of different areas and people started working remotely. So they weren't really considering in 21 and 22 necessarily geography distance between them and their careers because a lot of people remote work when went way up. So I think that kind of played into it as well. [00:12:46] But this is the first year that i'm seeing that we're back into this seasonal dip where people are having long times on market. And fourth quarter which to me is signifying business as usual again but you know a lot of people in my opinion treat leasing as their red headed stepchild because, you know when it's a healthy season, it's something easy to overlook as long as you know screen the applicants appropriately everything goes well. But when a leasing season gets tight that, separates the men from the boys if you will on how you're going to do it because when somebody's showing up and they need a property manager, it's generally not because they have a awesome tenant that's paying rent on time in place and they just are looking for somebody to split the money with. They're looking for somebody who's going to give them a good long term return on their investment. And when they're deciding who they're going to park their best investment with, they need somebody who's going to answer the phone and really juice every bit of leads when these tight leasing markets are happening. [00:13:47] So that's one aspect. And then the other aspect, Jason, and I know this, in fact, we've talked about this before, but somebody who dumps a bunch of money and to getting management leads, but then lets those leads go to voicemail. Yeah. It's like cranking your AC all the way down and leaving the windows open. [00:14:05] Yeah, that's a good analogy. Yeah, it doesn't make sense. We do a secret shopping campaign where we call management companies across the U S and we document how many of them answer the phones. And we call as both an owner. And as a prospective tenant and even for owner calls, which I would argue if scaling or even maintaining a door count matters to you, the management leads matter to you. And less than 50%. In fact, I think it was even less than a third. It's been a minute since I've looked at the numbers, but less than a third of people are answering that line live. So it's not really hard to stick out and do well. But if you're bogged down saying, "I don't want to spend any money," and "if it's to be, it's up to me," and "I'm the only person that's going to run the show," then you're limited and you end up letting what you consider low importance tasks fall off. [00:14:59] And then, the cycle of suck that you just mentioned that nobody can answer the phone, give me good customer service. I'm going to start my own management company. You'll end up doing that to yourself.  [00:15:08] Jason: Yeah. It's a cyclical thing because if they're spending money on marketing and they're not answering their phones, and a lead's only good for maybe five, 10 minutes max, and then it drops I don't know, 80 percent in conversion rates, right? So then you're right. It's like leaving the window open with AC on. And then because they're spending all this money on marketing and they're allowing these leads to fall flat and they're not getting a good ROI, they're spending a bunch of money. [00:15:34] Some companies spend 20, 30 percent of their revenue. And a lot, there's a lot of property management companies that don't even have that percentage of profitability in their business. And so they're wasting money on marketing. They're not answering their phones. And then that's going to lead to a lack of cashflow and a lack of cashflow means they can't hire good or enough people. [00:15:56] And then there's bad customer service. And then it makes the problem worse. And for some reason they just bounce around like this rock in a tumbler rolling at the bottom when they could be flying, like it could be a lot better. And so that's interesting. So I'm curious what else you're, people that you're talking to are seeing right now. [00:16:16] Are you seeing people in some markets, I've heard some complaints that it's becoming more and more difficult to get renters. Others, I think are like have a scarcity of property. And I think maybe it could be due to like migration. There's been a lot of migration, migrating happening due to, from COVID people gravitating towards States with more freedom. [00:16:38] Logan: As far as the limitation of properties, that's going to vary a lot more market to market and I think that the higher interest rates on sales and deflating what sale prices are, is going to lead to more people holding on to their investments to regain their equity again, which I think that'll bring that back around if somebody's having a hard time finding accidental landlords who, for, I'd say the majority of our clients. [00:17:07] I have people that work with hedge funds and people that work with big time investors, but would say the majority of our clients, our own management company is designed on the one off two off handful, maybe 34 units that somebody is a small time investor. And I think that for us has always been a good long term strategy of somebody just keep it being happy at splitting their money with and getting rid of the headache with a property manager So on that side of things, I think the interest rates are going to bring that back now when it comes to the leasing leads yeah, I do think politically and stuff like that, that can that likely has a lot to do with some of the inflows and stuff like that. [00:17:45] But I think that we're getting back to the norm of people don't want to move during the holidays, especially you get up north of interstate 40. That'd be brutal to move in the winter up North during the holidays and in that time. And I think we're getting more into the steady flow. I'll tell you with leasing, I think that's a more quickly moving market, which is why those call stats that I mentioned before are so important. [00:18:13] Like down here in Florida, we've had huge influxes and huge rate increases on both rent and own, and purchase prices. Yeah. Yeah. And being able to see the call volume in real time per property. Allows us to really make micro changes and what the market's doing on a seasonal basis and all that. [00:18:37] Jason: Yeah. And that's from calls coming in on these vacant properties or up for rent properties that that your team are fielding. So this is an advantage using Virtually Incredible that you get data and metrics and insights that you just probably wouldn't be able to gather otherwise.  [00:18:52] Logan: Yes, it's a perk that we use. [00:18:54] I'd imagine that somebody could make a system to do it. That is a big perk that our clients enjoy. Yes. Is that they get a call breakdown for their leasing calls per property and for mainline calls per caller type, for instance, at our own management company when we first started looking at our mainline calls, we noticed that current tenant calls made up almost 50% of our call volume. Meanwhile, we're using cutting edge management softwares with tenant interfaces, and yet people would still rather pick up the phone. So we took that insight and we created a newsletter that said " hey, it's in your best interest to be communicating with us in writing." In reality it's in our best interest too because we're saving on the labor costs and the time management and all that comes with it. But we were able to reduce that down to 12 to 15%. And if you're not looking at those stats, you're not looking at the opportunity to save on the labor cost. [00:19:49] Jason: Yeah, it's interesting because phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company. And we've been able to cut some of our clients staffing costs in half just by convincing them to not do phone calls and to figure out ways to do things through text and email so there's a record kept in a lot of instances. Now, and I've read some books on customer service recently, and nowadays people do prefer to be able to self serve like that would be better, but they always look for whatever's easiest. And if they can't figure out how to self serve easily, or they don't know, they're just going to pick up the phone because making a phone call seems like the easiest option. But a lot of people, especially the younger crowd today, they don't like talking on the phone to human  [00:20:38] Logan: beings.  [00:20:39] Automation shakes hands with customer service, right? So the more that you're able to supplement a "do it yourself," frequently asked questions, texting, whether it be, any interface like that with portals is absolutely great. [00:20:57] And it allows you to have the budget for the customer service where it matters. For instance, you mentioned earlier, a management lead goes goes down in value you say in five minutes, I say in the moment that the voicemail is hit. The moment, because if it is a referral that you're getting, maybe that person wants to work with you more than anybody else. [00:21:23] But if this was just a, if you're just a company they found online due to whatever marketing advertising, you have good reviews. That'll be a plus, obviously. But if they hit a voicemail, the immediate thoughts that they're thinking, "Is this company still taking on more management accounts?" Yeah. "Is my property even going to be a fit to their portfolio?" [00:21:45] " If it's hard to get ahold of them right now, is it going to be hard to get ahold of them about my investment later?" And they're thinking all of that while they're scrolling down to the next lead and calling them. So yes, I think that having the do it yourself is key to be able to have the budget to put the customer service where it really matters. [00:22:04] Jason: So what are some things that property managers can do based on what you've seen to improve their customer service directly? And then what are some ways in which virtually incredible could help do that?  [00:22:17] Logan: So it's going to depend on the goals and it's also going to depend on their size. Okay. Usually one of the first questions when I'm sitting down with a potential new client and I'm doing a outsourcing consultation. [00:22:30] On what would be best for them is I get an idea of their team size, their door count, and their goals. So the two options that we then discuss from there is either phone tenders, which is our 24/7 property management call center that's divided up into three departments where we have a leasing call center where we pre qualify, answer questions, and schedule showings. We have a main line where we answer any call with custom scripting and escalation that would come into a management office. So we have custom scripts for current owners, current tenants, applicants, vendors, whoever would come in and however we can best assist them, answer their frequently asked questions, and escalate them to the right person if that's what they end up needing. And then we have the emergency repair where we're available for after hours maintenance emergencies to qualify the emergency and troubleshoot it with them over the phone, seeing if we can delay it and that sort of thing. [00:23:32] And the cool part about that particular service is it, the minimum subscription cost is 97 bucks a month and you have 24/7 coverage on all of these departments. And then based on your usage, it can go up from there on a per minute basis. So somebody who is really wanting to grow, doesn't have the need for a full time person yet, and really wants to grab time management and and grab control of their life and their, their work life balance, that's a great first place to start. [00:24:03] Then from there, if you have an idea that, "okay, I've got all my systems in my head. I really need somebody who isn't just fielding these calls for me and helping me with time management, I need somebody who's going to help me and executing processes and taking the process from what's between my ears and making a policy, procedure, and systems," because I'll tell you right now, most people that start their management company from the ground up, it all starts right here. It's all going to be between their ears and if it's to be, it's up to me because it's going to take longer for me to train somebody how to do it than it is for me to just do it myself. [00:24:43] That's all the limiting beliefs that I find a lot of people who have not mastered the power of delegating, that's what's blocking them. That's what's limiting their imagination here. And so what we do is we train each one of our virtual assistants, how to take a screen recording, and we give all of our clients a subscription to Screencast O Matic or Loom or some other screen recording tool where they just demonstrate a process over the computer and it hooks up to their microphones. They dictate anything they're keeping in mind while demonstrating that process. And then our virtual assistant will review that video, create a step by step outline and then file it in their network next to the video to create a handbook process and procedure on everything they're doing. And it serves as a point of reference for our virtual assistant to be able to refer to later or it as this person scales, whether it be in their own. [00:25:40] Whether it be locally they scale or remotely with remote team members and virtual assistants, this serves as a starting training manual. On everything that they do. So we're helping them bring everything from here and lay it out to really get over that hurdle of scaling. [00:25:59] Jason: Yeah. I think it's important to get that first level of process documentation done, and a lot of entrepreneurs mistakenly think they need to do it when they're usually the worst person to do it. So it just show somebody how to do it and record it then they can give that to them and then give them the challenge of creating that process documentation. [00:26:20] The second level after process documentation level two is like process checklist. This is where you're using maybe a tool like Lead Simple or Process Street or something where now people have to run through some steps and check things off to complete a process. And the third level is something like DoorGrow Flow. Which is a visual workflow and it has the ability to have checklist, but it's something that everyone understands and it's a lot more intuitive visually and workflows are how humans think about process or flow charts and so you're building a flow chart to build your processes. Anyone can check this out at doorgrowflow.com this is new but if you're following the process visually and you map it out that way, it's super intuitive. Everybody on the team understands it. And it doesn't have to just follow a linear path because a lot of processes in property management are not just linear. There's things happening concurrently. So there might be decisions to be made and building that stuff out in checklist based software is really complicated. You have to be like systems nerd. And then once you build that, no one understands it, but you. But if it's visual, it could be like, "do they have pets" go down this path. No? This way... back together." and so you can do more complicated stuff and everybody can look at it and go, "Oh, this makes sense." [00:27:43] Logan: Yeah, absolutely. Getting that systems out in a way that's navigable, but navigable by everybody else. I'd say that's the biggest hurdle to scaling.  [00:27:51] Jason: Yeah, in order to scale rapidly, you need a really good process system. You need a really good people system for hiring. And if you're not, you don't have that developed yet and you're playing Russian roulette, it's good to start with some agencies to get help, right? [00:28:06] Yeah. Your first initial hires, you're going to learn a lot just by working with agencies like virtually incredible because they're going to walk you through the process. They're going to ask you a lot of questions, things you haven't thought about yet. They're going to help you avoid some of the common pitfalls and mistakes. [00:28:22] Like I call it the clone myth where everybody, when they're starting out, thinks they need to go find themselves. Yeah. You go find a clone. And later they learn that in order to actually duplicate yourself as an entrepreneur who wears every hat in the business, you need 10 people to actually clone yourself and not do anything. [00:28:39] And so that's the clone myth. But then yeah, so I think getting all these things mapped out and then being able to get the help that you need early on. Then you can graduate to having your own hiring system if you want to but you're going to need really great people to help you run that as well. [00:28:55] Logan: So when you're doing it yourself when it comes to hiring somebody remote, there's a couple big pitfalls that I make sure to talk with clients about because we have recruit direct options. So there's traditional virtual assistant placement is basically a version of a no compete contract, right? [00:29:17] It's a staffing company that says, "I want to be the middleman forever and ever, amen. You'll never work with this person except through me." And then over the last few years, we've seen an evolution to like recruitment to where somebody helps you pick the right person and helps you with all the different processes, maybe some of the training and they do an initial upfront fee, and then you pay that person the hourly rate that they take home. And the pitfalls with that is there's only so much that's in their control after they hand you the wheel. So they give you like a 90 day warranty on turnover. And if hit bumps in the road and lose the person after that, start from scratch, you've got some of the training materials. [00:29:57] "Here was a list of best practices. Good luck." And so that inspired our hybrid model, which is that people are welcome to work with our staff member as long as they like through us on a month to month basis. And if they ever decide that they like their person, but for whatever reason, they'd like to take advantage of the savings and work with the person directly or they don't see the value in the different tools and free replacements that we offer and they're welcome to take that same person they're experienced in working with and not only will we allow them to hire that person direct, but we will coordinate it with them and we will have an orientation and we will walk them through the process of offboarding from Virtually Incredible and onboarding directly with them. Some best practices and we do it at a discounted rate for the longer that the person has worked. With that person through us.  [00:30:52] Jason: Got it. So the longer they're using you as an agency to have this team member, the less it costs to buy out their contract or to have them just move over to paying you directly.  [00:31:03] Logan: Even less they have to pay if they use the promo code DoorGrow, where they get 5 percent off on the hourly rate and the per minute rate. [00:31:11] Jason: Yeah, there you go. Say that discount again. A discount promo code is DoorGrow D O O R G R O W. And if you have any technical difficulties, just talk to Logan and he'll make sure it's it's applied for you when you're doing it, but it's pretty simple. There should just be a spot for it.  [00:31:28] Cool. So get your discount. [00:31:30] So yeah, if you're in the early stages, you haven't had a lot of success in hiring, or you've been around for a while and I've seen larger companies, they're still playing Russian roulette when it comes to getting team members. And if you have not successfully had several experiences yet in the outsourcing, getting people from Philippines or Mexico or anything else, I highly recommend to anyone listening, you leverage an agency. [00:31:55] They're going to help you manage that relationship. They're going to help you manage cultural differences. They're going to help you make sure there's a stronger level of accountability and they back it up that if they, you need to replace the person, they can help you do that quickly because there's a lot of potential pitfalls, a lot.  [00:32:10] Logan: There is. And one of the biggest ones that I see people that they just haven't even thought of is with the growing industry of freelance work and Fiverr and all these other things. You don't want what I would call a mini entrepreneur or a freelancer. [00:32:28] Somebody who's building their skillset and then is going to just keep their resume out for a couple of bucks an hour more than what you're paying them. Because I don't care whether you're talking about hiring somebody local or you're talking about hiring somebody remote. Turnover is the most expensive part of staffing. [00:32:46] Jason: Yeah, I want to own the team members attention if they're on my team. And so one of the biggest challenges I'll see when people are hiring freelancers, and I've hired lots of different types of people right in the past from lots of different areas. And I've learned the costly mistake of hiring people that are not focused on your business. [00:33:06] If somebody is a freelancer, And they're working maybe part time for you and part time for somebody else. They have their primary focus is getting jobs. Their primary focus is their own life and business. Whereas if they are full time with you or dedicated just to you, even if they're part time, cause that's all the bandwidth they wanted to like to focus on you have their full attention. Their focus becomes your business, which is what we want. We want them to be focused on our business to help us improve our business, not constantly working on their own agenda and their business. And that's the big differentiator that I've seen. And I want team members that are thinking about DoorGrow in the shower. [00:33:50] I want team members that are giving me their discretionary time, believe in what we're doing. And they're excited about it and they're doing something that they enjoy doing, right? I want them to be a culture fit for DoorGrow, personality fit for the role, and a skill fit, meaning they've learned what they need to do in order to be successful. And then we're winning and I think that's the greatest secret in business is that it doesn't matter how many processes you have, it doesn't matter how many KPIs you have, it doesn't matter how many metrics you throw at your team... if you want a team to perform well, it doesn't even matter how much money you throw at your team members. [00:34:26] A lot of entrepreneurs mistakenly think team members behavior will improve if they throw more money at them or bonuses. And that actually tends to go get worse for most team members. That may be entrepreneurs and salespeople. Most people don't actually deep down like money. I know that sounds crazy. And so we need to make sure that we are building an effective team. [00:34:47] An effective team is the secret sauce to having great customer service. That's the secret sauce, is to have a great team that like, buy into you, believe in you, and are not just what I call a hider employee, where their secret goal is to do as little as possible if they could get away with it, get paid as much as possible if they could get away with it, and complain about you and live for the weekend. [00:35:10] Logan: Yeah. Yeah. One of the first things I ask in an interview regardless of the position is what motivates you? And it's super important to be able to speak somebody's motivation language. You throw money at somebody who cares more about work life balance or who cares about accommodations. [00:35:27] A lot of people on my team we make sure that everybody's very well taken care of and money's not overlooked by any means, but reassurance and it's no secret that we do the majority of our hiring out of the Philippines and one thing that is a beautiful thing about their culture in the Philippines is how naturally it meshes with customer service and the wanting to please. Okay. And in fact, one of the training modules. that we have is that your job is not necessarily your identity, which means that when you have a tenant that is so frustrated because when they moved in and just spent all this money and it wasn't exactly how they wanted it, or, something happened and they need to they feel that they, that breaking their lease is the way they need to do it. [00:36:23] And they want everything the way they want it when they want it, we found that a lot of our really rockstar virtual assistants that were just great were getting high burnout because their level of empathy with these people and having to enforce was just hurting, crying. And so we have a, "Hey, you're not your role." [00:36:42] And when you're at home and when you're with your family and your friends. We love your culture and what you're driven to just always be such a helpful, great person and do that when you can, but it's okay to say no, and it's okay to enforce policies and to not take that personally. [00:36:58] And until you understand the nuances of the culture that you're working with, if you're not working with a professional who has a leadership team that shares that same culture and values, you're going to have burnout that you don't even know why you're burning out. Because you'll hear. "Oh, I have a sick relative. [00:37:19] Oh, I have to go move and I have to go take care of this and I can't work with you anymore because I don't want conflict and I don't want you to feel bad about yourself, so I'm going to tell you that I have to leave because of something that's out of your control and in my life." And so people are sitting there beating their head against the wall, not knowing why. [00:37:37] Jason: Like, "why do I keep losing all these Filipino team members? Yeah. And they're all having all these problems?" No, the problems you and you need to be a better boss probably. Yeah. Yeah. Culture in a team and in a business is everything. You cannot have a great team without great culture like that. And culture, it means you shared values. You have to find people to share your values. Otherwise you have hiders and hiders are trying to get money from you and do as little as possible and, or they're going to quit and leave because they don't believe in you. They don't believe in the company. [00:38:09] They don't believe in what they're doing. You need believers. Yeah Logan, this has been fun. And you've told us a little bit about phone tenders. You told us about your mainline service, the emergency repairs service. Line, it sounds like it's pretty affordable for people to get started. [00:38:25] How can people reach out to Virtually Incredible and find you guys?  [00:38:30] Logan: So info at virtuallyincredible. com, Logan@virtuallyincredible. Com. My direct line is (561)-323-7039. I should be a better person to know our mainline office number, but I'll re I'll answer that one too. But it's on the website virtuallyincredible. com and if you are interested in the idea of outsourcing and you're not really ready to talk with somebody about it, but you're just curious. If you go on our virtual assistant page, we have something that's pretty interesting. We have a list of people. These are not examples. I'm not just shining up our brightest and best and and have a sample of resumes and voice recordings. [00:39:14] We have a live list that's updated automatically every 10 minutes with candidates that are ready to get started and have already started training. And there's voice samples where you can hear what they sound like. And there are their resumes where you can see the difference experience and stuff that they have. [00:39:33] And then there's a little note that mentions based on our experience, what their ideal role would be. It's like a catalog of humans. You can just go on there and listen to them. And  [00:39:43] yeah, that's pretty cool. It's just a job. Yeah. It's something that these people have already been vetted. [00:39:48] We've already done all the background checks. We've already validated their resume, contacted their previous employers. And so if anybody on that list looks interesting then reach out to me, we'll chat about it and we'll start talking about scheduling interviews.  [00:40:04] Jason: So go to virtuallyincredible. com and start window shopping some virtual team members. All right. All right. Thanks, Logan. Appreciate you being here on the show.  [00:40:14] Logan: Thanks, Jason. Appreciate you having me.  [00:40:15] Jason: All right. So if you are a property management entrepreneur that wants to grow your business, you want to add doors, you want to figure out when is the right time to hire, how do I scale my team? [00:40:25] How do I start adding and scaling doors without wasting any money at all on advertising? How can I do this? We have clients that are scaling rapidly. We just need really good property managers. So if you feel like you're a good property manager and you just need the right system. We've got the system and we call it the DoorGrow code and the DoorGrow code is our roadmap and our system for scaling businesses. [00:40:49] It's like a martial arts style belt system going all the way from white belt, stepping onto the mat with your first door to yellow belt with your first 50 doors on and on until black belt, a thousand doors. And we confidently know that we can get you to a thousand doors in the next three to five years, even starting from zero, if you will follow the code and do what we say, you can do this. There's really only two ways to 10x the growth in your property management business. That's through acquisition or that's through doing our strategy of organic rapid growth. It's not going to be through advertising. [00:41:25] It's not going to be through cold lead marketing. It's not going to be through SEO or pay per click or content marketing. So if you want a 10 X to grow through your business and be like one of our recent podcast guests, Kent Hardman, who added went from zero to a hundred doors in six months, investing only 10 to 15 hours a week, two to three hours a day towards making some phone calls, using our strategies. [00:41:47] We want to help you grow, reach out to us. We can help you scale your business. And if adding more doors right now sounds uncomfortable or not fun for you. It means if you add another a hundred or 200 doors, it would increase your stress level. And you have a business that's not scalable. So reach out to DoorGrow. [00:42:04] We can help you turn this around, turn around your team and turn this into a scalable business. You probably believe what we call the process myth, but it's not true. You don't just need more processes. You need a better team and we have a whole training on this. We're happy to give to you for free. Just comment on any of our social media, the word myth, or say you would like our process myth training. [00:42:27] And we're happy to send you that for free. It might blow your mind and change your thinking forever. So reach out to us. We would love to help you figure out how to get more leads and how to solve the process problem in your business. And you will become infinitely scalable and you can grow rapidly. And just like our clients are doing. So we'd love to support you and help you out. Reach out to us at DoorGrow. com. Bye everyone. [00:42:50] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:43:17] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Join Erin Rice from Process Street in an insightful episode of the Employee Onboarding Podcast, featuring Tarek Kamil, CEO of Circle. This episode focuses on how AI and technology are transforming employee onboarding and enhancing workplace experiences. Tarek shares his journey in tackling employee engagement challenges and discusses the role of personalized onboarding. The conversation also touches on the future implications of AI in the workplace. This episode offers valuable perspectives for HR professionals and those interested in the intersection of technology and employee engagement.

In this episode of Small Business Origins, host John Kelley interviews Cameron McKay, Founder and CEO of Process Street. They discuss Cameron's journey to entrepreneurship, building Process Street from the ground up through bootstrapping and accelerators, and how the product helps businesses systematize and automate workflows. Listeners can expect to learn about the origins of Process Street, strategies for fundraising and growth, and use cases for workflow software. Main Discussion Points: - How Cameron got into software engineering and entrepreneurship after realizing normal people create apps (00:05:49)   - Partnering with his future co-founder Vinay by chance in a hostel in Buenos Aires (00:07:34) - Getting into Startup Chile accelerator to receive funding without giving up equity (00:11:22)   - Fundraising journey - using automation and creativity to get investor meetings (00:17:43) - Pivoting the company and product based on customer feedback over time (00:25:29) - Use cases for Process Street - onboarding, offboarding, compliance, knowledge capture (00:51:59) - Customizability of workflows using conditional logic, rich media, integrations (00:41:04) Guest Bio:  Cameron McKay is CEO and Founder of Process Street, workflow management software that helps teams work more efficiently. He has led the company from the idea stage through fundraising, growth, and continued product iteration for over 7 years.  Company Bio: Founded in 2014, Process Street is a SaaS platform focused on standardizing and automating workflows for teams. Headquartered in San Francisco with remote operations across the globe, Process Street serves thousands of customers from startups to large enterprises. Key Quotes: "An entrepreneurial mindset is that I'm going to push as hard as I can for as long as I can and know that there's always going to be an out because I can get through it." (00:29:19) - Cameron McKay "Once you get the idea, it just like, oh, shit, everything that I've been doing manually, I don't have to do that anymore." (00:52:36) - Cameron McKay Links Mentioned: Process.st Online Process.st Twitter Process.st Linked Beefy Marketing Small Business Origins John Kelley's Links

This week on How To Win: Vinay Patankar of Process Street, a workflow management software company. You'll hear why they didn't monetize for the first 2 years, how going upmarket increased retention and revenue, and why they focused the product on specific use cases.Key Points:01:15 Identifying market need from personal frustration03:00 Deciding not to monetize for 2 years to optimize fundraising06:15 Recognizing larger customers have higher retention and expansion07:00 Transitioning from SMB to mid-market and enterprise14:30 Having over 50% of revenue from inbound channels15:00 Needing specialized use cases to differentiate amid competition19:00 Advising founders to get very clear on product and go-to-market strategyMentioned:Process Streethttps://www.process.st/Vinay Patankar's Linkedinhttps://www.linkedin.com/in/vinaypatankarVinay Patankar on Xhttps://twitter.com/vinayp10?lang=enMy Links:TwitterLinkedInWebsiteWynterSpeeroCXL

Welcome to a riveting episode of the Employee Onboarding Podcast! Join Erin Rice, the people and operations coordinator at Process Street, as she delves into the world of HR innovation and employee onboarding with the seasoned expert, Leigh Elena Henderson. This insightful conversation covers a range of topics, each providing valuable takeaways for HR enthusiasts and professionals:Podcast Intro: Discover the mission of Process Street and get introduced to our special guest, Leigh Elena Henderson, an HR veteran with over 20 years of experience and the brain behind HR Manifesto LLC.HR Innovator and HR Manifesto Founder, Leigh Harrison: Delve into Leigh's journey from penning the "No BS Toxic Workplace Survival Guide" to creating impactful HR content and amassing a huge following on TikTok.Icebreaker Question: Enjoy a light-hearted moment where Leigh shares her personal laundry habits and the lessons learned from mixing colors!Discussing Personal Experiences: Get insights into Leigh's professional journey, her discovery of industrial organizational psychology, and her passion for unraveling corporate complexities.Onboarding Discussion: Explore Leigh's experiences with onboarding, highlighting both incredibly positive and challenging encounters, and understand the critical role of onboarding in employee retention.Priorities in the First Week: Leigh emphasizes the importance of connectivity in onboarding, advocating for a more humanized approach to integrate new hires into the team.Discussing Proactive Employee Engagement: Uncover Leigh's strategies for empowering new hires to establish robust relationships within the organization.Remote Onboarding Challenges: Tackle the complexities of remote onboarding and the need for tailored strategies to enhance this process in a digital world.Challenges of Remote Onboarding: Dive into the administrative challenges of remote onboarding and the potential role of AI in streamlining these processes.Focusing on Organizational Fit and Cultural Dynamics: Learn about Leigh's approach to hiring, focusing on cultural fit and the importance of a mutual selection process between candidates and the company.HR Besties: Bringing the Human back to Human Resources: Get excited about Leigh's upcoming podcast, "HR Besties," aimed at reshaping the perception of HR and providing valuable insights for professional success.

In this episode we will be focusing on the activities done at the top level of the organization to carry out strategic planning. We'll be looking at working through a 5-step strategic planning framework throughout the year, tracking frameworks, change management theories, and tools for tracking. Hosted by ⁠⁠Leah Sciabarrasi, PhD⁠⁠, a podcast from ⁠⁠Manifoldo⁠⁠.  Show References Balanced Scorecard Institute. (2023, July 11). Balanced scorecard basics. Balanced Scorecard Institute. https://balancedscorecard.org/bsc-basics-overview/ Community Tool Box. (n.d.). Section 14. SWOT analysis: Strengths, weaknesses, opportunities, and threats. Chapter 3. Assessing Community Needs and Resources | Section 14. SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats | Main Section | Community Tool Box. ⁠https://ctb.ku.edu/en/table-of-contents/assessment/assessing-community-needs-and-resources/swot-analysis/main⁠ Institute For Strategy And Competitiveness. (n.d.). The Five forces. The Five Forces - Institute For Strategy And Competitiveness - Harvard Business School. ⁠https://www.isc.hbs.edu/strategy/business-strategy/Pages/the-five-forces.aspx⁠ Kaplan, R. S. (1992). The balanced scorecard measures that drive performance. Harvard business review. Mulholland, B. (2023, May 16). 8 proven change management models to scale like a pro. Process Street. ⁠https://www.process.st/change-management-models/⁠ Porter, M. E. ⁠"How Competitive Forces Shape Strategy."⁠ Harvard Business Review 57, no. 2 (March–April 1979): 137–145. Porter, M. E. (2008). The five competitive forces that shape strategy. Harvard business review, 86(1), 78. Wright, T. (n.d.). The Ansoff Matrix: 4 growth strategies explained (with examples). Strategy Software for Planning & Execution. https://www.cascade.app/blog/the-ansoff-matrix-helps-organizations-grow Music by ⁠shakibhasansayed⁠ from ⁠Pixabay⁠ Music by ⁠shakibhasansayed⁠ from ⁠Pixabay⁠ Music by ⁠SergeQuadrado⁠ from ⁠Pixabay⁠ Music by ⁠REDproductions⁠ from ⁠Pixabay⁠ Music by ⁠REDproductions⁠ from ⁠Pixabay --- Support this podcast: https://podcasters.spotify.com/pod/show/strategicplanningisdead/support

New Livestream guest- Conqueror of Chaos Susan Fennema. I'm happy to have Susan join me on a live broadcast. Susan runs a consulting firm that helps small businesses get organized with workflow tools that you've likely heard of. Things like Teamwork, HubSpot, Process Street, PandaDoc, Jobber, Asana or Monday.com. Tune in and as we'll be discussing how small businesses can tackle the top 5 bottlenecks: - project management - invoicing - sales - payroll - HR (onboarding, interviewing, recruiting, etc) And the big bonus: working in their own email This is a ‘must see event' for anyone who owns a small business or might one day. Find Susan online at https://beyondthechaos.biz/

In this episode we will be focusing on the activities done at the top level of the organization to carry out strategic planning. We'll be looking at working through a 5-step strategic planning framework throughout the year, tracking frameworks, change management theories, and tools for tracking. Hosted by ⁠Leah Sciabarrasi, PhD⁠, a podcast from ⁠Manifoldo⁠.  Show References Balanced Scorecard Institute. (2023, July 11). Balanced scorecard basics. Balanced Scorecard Institute. https://balancedscorecard.org/bsc-basics-overview/ Community Tool Box. (n.d.). Section 14. SWOT analysis: Strengths, weaknesses, opportunities, and threats. Chapter 3. Assessing Community Needs and Resources | Section 14. SWOT Analysis: Strengths, Weaknesses, Opportunities, and Threats | Main Section | Community Tool Box. https://ctb.ku.edu/en/table-of-contents/assessment/assessing-community-needs-and-resources/swot-analysis/main Institute For Strategy And Competitiveness. (n.d.). The Five forces. The Five Forces - Institute For Strategy And Competitiveness - Harvard Business School. https://www.isc.hbs.edu/strategy/business-strategy/Pages/the-five-forces.aspx Kaplan, R. S. (1992). The balanced scorecard measures that drive performance. Harvard business review. Mulholland, B. (2023, May 16). 8 proven change management models to scale like a pro. Process Street. https://www.process.st/change-management-models/ Porter, M. E. "How Competitive Forces Shape Strategy." Harvard Business Review 57, no. 2 (March–April 1979): 137–145. Porter, M. E. (2008). The five competitive forces that shape strategy. Harvard business review, 86(1), 78. Wright, T. (n.d.). The Ansoff Matrix: 4 growth strategies explained (with examples). Strategy Software for Planning & Execution. https://www.cascade.app/blog/the-ansoff-matrix-helps-organizations-grow Music by shakibhasansayed from Pixabay Music by shakibhasansayed from Pixabay Music by SergeQuadrado from Pixabay Music by REDproductions from Pixabay Music by REDproductions from Pixabay --- Support this podcast: https://podcasters.spotify.com/pod/show/strategicplanningisdead/support

In this episode of Process Street's Employee Onboarding Podcast, Erin Rice sits down with Max Sher, the founder and CEO of the Sher Agency. Max's journey is nothing short of inspirational—from launching his agency as a college freshman to pivoting towards specialization three years in. Today, he's a force to be reckoned with in the web development industry, leading a globally distributed team of 25.Max opens up about the challenges and triumphs of remote work, sharing invaluable insights into creating an effective onboarding process that sets new hires up for success. Whether you're an entrepreneur, HR professional, or someone intrigued by the digital nomad lifestyle, this episode is packed with actionable advice and thought-provoking discussions.

Vinay Patankar is the Founder of Process Street, a company that delivers the future of no-code workflows and knowledge management to users. Salesforce, AirBnB, Yale, GAP, and thousands of other companies rely on Process Street to manage and automate repetitive work in their teams. Early in his career, Vinay served in roles in finance and recruiting talent until making the leap to entrepreneurship. In 2009, Vinay founded Blue Glass Technology in Hong Kong, which builds, manages, and consults on digital properties. He led the company for five years as CEO before founding Process Street.   Vinay's life changed forever when he heard the call to leave home and discover a world of possibilities. Find out how Vinay found his path today on the One Away Show.     Three Key Takeaways:   Remote companies need more processes in place than in-office companies  Most successful people are just like us, so if they can do it, so can we.  Taking risks at an early age is going to create an experience that one cannot have later in life.   The One away moment: Vinay's One Away Moment was when he quit his full time job to travel the world that led to a shift in his mindset giving rise to opportunities and experiences. 

Dive into an eye-opening conversation with Erin Rice, the pulse behind Process Street's People & Operations, and Wristy, an HR guru who's redefining employee onboarding. Discover how tech meets touch in modern onboarding strategies, why culture isn't just an add-on but an "add," and the secret sauce to 'wow' moments that make new hires feel right at home from day zero. From buddy systems to trust-building, this episode is a roadmap to reimagining your onboarding process.

Vinay Patankar is a three-time founder, including Process Street, an AI-powered process management platform that started with a workflow product. Vinay shares his experience of being a digital nomad for 10 years and how it inspired him to create Process Street. Ryan and Vinay also talk about the democratization of AI and the biggest value they think it will add to businesses. Join 2,500+ readers getting weekly practical guidance to scale themselves and their companies using Artificial Intelligence and Revenue Cheat Codes.  Explore becoming Superhuman here: https://superhumanrevenue.beehiiv.com/ KEY TAKEAWAYS Vinay began working as a digital nomad, doing this meant he had to create his own work as remote working wasn't really a thing yet. He began creating a series of internet companies including SEO sites and selling other services. When he had 20 people on his team, Vinay started to feel overwhelmed by the management aspects, it became a personal pain and that's what led to the creation of Process Street. A lot of AI products that are and will continue to be launched are to make repetitive processes more efficient or higher quality. Humans don't like doing repetitive work but it is required for human prosperity, this is how AI can aid us. Human quality control and unique creativity are not things AI can replicate but most other things can be automated. HR, finance and real estate are the three main industries Vinay aids with his products. Process Street is similar to a lot of collaboration platforms but its main difference is Process Street has a builder and collaborator user model. BEST MOMENTS “Why isn't there a software that does this for me, it felt like what I was doing was very repetitive”. “The biggest value AI is going to add is the execution of these repetitive processes” “I see it as just another form of automation” “You can manipulate data in interesting ways” “We don't want to be creative in these scenarios, there are parts of businesses and types of businesses where you don't want that creativity" Ryan Staley Founder and CEO Whale Boss ryan@whalesellingsystem.com www.ryanstaley.io Saas, Saas growth, Scale, Business Growth, B2b Saas, Saas Sales, Enterprise Saas, Business growth strategy, founder, ceo: https://www.whalesellingsystem.com/closingsecretsThis show was brought to you by Progressive Media

In this episode, your hosts emphasize the critical role of processes in business success and share insights from their experiences. They highlight the importance of automation and documentation in streamlining operations and achieving productivity. They discuss how a lack of processes and systems can lead to mistakes and inefficiencies, sharing personal experiences and lessons learned from their own journey in business. They emphasize the significance of documenting processes to ensure business continuity and growth. Key Points : Mondays see a massive spike in coffee sales due to people feeling worn out from weekend activities..Processes are crucial for making new team members feel welcome from day one.Processes are the backbone of customer loyalty and satisfaction.Some aspects of automation can be challenging to implement.The hosts discuss a particularly challenging aspect related to processes.Automation is about getting organized and having systems and processes in place to improve job effectiveness.Lack of processes led to missed details and customer dissatisfaction.Building a competent team has been a key factor in their growth.A realization about the need for documentation came when considering the possibility of selling the business.The question: Can the business operate successfully without the owner?Documenting processes is essential for business continuity and scalability.The hosts began documenting processes related to client services.Processes extend beyond client deliverables to encompass onboarding and offboarding.Effective communication within a team is essential, and having systems in place provides a bird's-eye view of project progress.Processes impact various areas of business, with a primary focus on service delivery, followed by customer service and internal processes.The hosts discuss their favorite process management software, Process Street, which stands out due to its ability to automate and document processes comprehensively.Process Street now offers AI-generated processes, making it even easier to document and streamline operations.The hosts encourage business owners and agency owners to start documenting processes even if they begin with basic tools like Word documents.It's crucial to identify and address existing inefficiencies to improve productivity and save time. Quotable Moments: "This podcast is here to help you boost your productivity today, help you get a little bit more out of what you're doing, get you on track.""Processes are the backbone of customer loyalty and satisfaction.""It's all about getting your [stuff] together, bottom line, making sure that you've got systems and processes in place to help you more effectively do your job.""If you were to remove yourself from the business, would your business still be able to operate?""Processes definitely go far beyond just like client deliverables...there's a lot of use cases for documenting processes.” Links Mentioned: https://trustyourwingman.com/ https://beefymarketing.com/ https://beefymarketing.com/blog/ https://beefymarketing.com/small-business-nation/ https://www.process.st/

This week, on Founder to Founder, Teja sits down with Vinay Patankar, CEO and Founder at Process Street, an AI-powered process creator that helps companies achieve operational efficiency. They talk about growing up in tech, gaming, hitting the grind when building a business, and the importance of slowing down and seeing the world every once in a while.https://www.process.st/@ProcessStreet@VinayP10 Hosted on Acast. See acast.com/privacy for more information.

In the latest episode of "A Productive Conversation", yours truly (Mike Vardy) and guest Vinay Patankar delve into the intricacies of process versus project management. Vinay Patankar is the CEO of Process Street. Manage employee onboarding, workflow automation, checklists, the team's handbook & more with Process Street's AI powered process platform.Vinay underscores the value of specialized tools, suggesting a blend of both for optimal business operations. They also explore the nuances of repeatable work, emphasizing that every business has inherent processes. Vinay shares insights on leveraging project management experiences for future tasks, using Uber's market entry as an example of a project evolving into a process. And that's just for starters.Key Discussion Points Process vs. Project: Dive into the nuanced differences. Which is right for your business? Tool Synergy: The magic of combining tools. Why might HR, finance, and real estate need a special touch? Repeatable Work: Everyone has processes, but are they optimized? Discover the "productivity diet." Project Management Insights: How can Uber's strategy teach us about turning projects into processes? Projects Birth Processes: Uber's new venture hints at how projects evolve. What's the secret? Scaling Challenges: Beyond starting a project—what does it truly take to scale? Uncover the "unsexy" side of business. AI in Business: AI is revolutionizing processes. How might GPT change employee onboarding? Thank you for tuning into this enlightening episode of 'A Productive Conversation.' As always, our goal is to equip you with actionable insights to elevate your business endeavors. Until next time, remember to stop "doing" productive and start being productive.Links Worth Exploring Connect with Vinay: Website | Facebook | X (née Twitter) | LinkedIn Process Street + AI: Read The Story Vinay's Writing: Check it out Related Conversation: Episode 121: Beyond The E-Myth With Michael E. Gerber Related Blog Post: The Process Thanks to all of the sponsors of this episode. You can find all of the sponsors you heard me mention on this episode on our Podcast Sponsors page.Want to support the podcast? Beyond checking out our sponsors, you can subscribe to the show wherever you listen to podcasts. Click on any of the links below to make that happen.Spotify | Apple Podcasts | Google Podcasts | StitcherYou can also click on this link to paste the podcast feed into your podcast app of choice.Thanks again for listening to A Productive Conversation. See you later.Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of "A Productive Conversation", yours truly (Mike Vardy) and guest Vinay Patankar delve into the intricacies of process versus project management. Vinay Patankar is the CEO of Process Street. Manage employee onboarding, workflow automation, checklists, the team's handbook & more with Process Street's AI powered process platform. Vinay underscores the value of specialized tools, suggesting a blend of both for optimal business operations. They also explore the nuances of repeatable work, emphasizing that every business has inherent processes. Vinay shares insights on leveraging project management experiences for future tasks, using Uber's market entry as an example of a project evolving into a process. And that's just for starters. Key Discussion Points Process vs. Project: Dive into the nuanced differences. Which is right for your business? Tool Synergy: The magic of combining tools. Why might HR, finance, and real estate need a special touch? Repeatable Work: Everyone has processes, but are they optimized? Discover the "productivity diet." Project Management Insights: How can Uber's strategy teach us about turning projects into processes? Projects Birth Processes: Uber's new venture hints at how projects evolve. What's the secret? Scaling Challenges: Beyond starting a project—what does it truly take to scale? Uncover the "unsexy" side of business. AI in Business: AI is revolutionizing processes. How might GPT change employee onboarding? Thank you for tuning into this enlightening episode of 'A Productive Conversation.' As always, our goal is to equip you with actionable insights to elevate your business endeavors. Until next time, remember to stop "doing" productive and start being productive. Links Worth Exploring Connect with Vinay: Website | Facebook | X (née Twitter) | LinkedIn Process Street + AI: Read The Story Vinay's Writing: Check it out Related Conversation: Episode 121: Beyond The E-Myth With Michael E. Gerber Related Blog Post: The Process Thanks to all of the sponsors of this episode. You can find all of the sponsors you heard me mention on this episode on our Podcast Sponsors page. Want to support the podcast? Beyond checking out our sponsors, you can subscribe to the show wherever you listen to podcasts. Click on any of the links below to make that happen. Spotify | Apple Podcasts | Google Podcasts | Stitcher You can also click on this link to paste the podcast feed into your podcast app of choice. Thanks again for listening to A Productive Conversation. See you later. Learn more about your ad choices. Visit megaphone.fm/adchoices

The property management industry has been moving more and more towards automating tasks and processes in the last decade. Property management tools and software have improved drastically and continue to improve every year. In this episode, property management growth expert, Jason Hull sits down with Mo Hussein from Balanced Asset Solutions to talk about property management tools and systems. You'll Learn... [06:23] Why You DON'T Want Software that Does it All [10:27] Implementing a New Tool or System [20:40] The Cost of Hiring vs Implementing a New Software [28:04] The Most Effective Accountability System for Your Team Tweetables “Try to evaluate software from a very objective type of lens. At the end of the day, it is just a tool.” “You don't see an amazing handyman or you know, vendor or somebody that's going to do some work, show up with a, just a multi-tool. Like where's your toolbox?” “There's no such thing as one product that's going to do everything extremely well.” “The humbling experience every business owner needs to have is when they start to hire people that are better at the things they used to do that they've let go of.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: Initially when I was playing around with stuff in my own business, I was like, I need to find that multi-tool, and I think this is a mistake a lot of people make. I need to find this multi-tool that can do everything. That sounds like that would be the best thing, but it does it really badly, right? You don't see an amazing handyman or somebody that's going to do some work, show up with a, just a multi-tool. Like where's your toolbox?  [00:00:23] Welcome DoorGrow hackers to the #DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you're interested in growing in business and in life, and you're open to doing things a bit differently, then you are a DoorGrow hacker. DoorGrow hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners and their businesses. We want to transform the industry, eliminate the bs, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder, and CEO of DoorGrow. Now let's get into the show.  [00:01:24] So my guest today, I'm hanging out with Mo Hussein. Welcome Mo and what's the name of your business?  [00:01:30] Mohammed: Hey Jason. Pleasure to be here. It's called Balanced Asset Solutions.  [00:01:34] Jason: Balanced Asset Solutions. Awesome. So the topic Mo and I are going to be chatting about today is the Power of Innovative Software Solutions. But before we get into that, Mo, why don't you give everybody a little bit of background on yourself and how you've sort of connected yourself to property management?  [00:01:50] Mohammed: Yeah, great, great question. So we are a CPA accounting and technology advisory firm that specifically just focuses on real estate. So we work with property managers, asset managers, fund managers. In implementing software leveraging software to be able to streamline their business and enabling them to be able to scale. Prior to starting this practice about six years ago I've actually worked for AppFolio and well before they were public as well as Yardi Systems. And what I saw in the market was you know, the software is a tool at the end of the day, and there's a lot of complexity that comes with these programs. The accounting nuances, how to properly implement it, get your accounting to work right, your numbers to show up correctly. And a lot of customers would call in asking for accounting and operational kind of advice. And being a software vendor, we're there to make sure that the product is technically working right, versus giving advice in the accounting and operations world. And so we started this practice about six years ago and we offer, you know, CPA and accounting services around the accounting that bookkeeping using these products and also kind of maximizing the ability to kind of streamline your business and wrapping your business processes around these programs. [00:02:59] Jason: Cool. Awesome. So you worked for AppFolio, you worked for Yardi as well, correct? Correct. Okay. And in a tech capacity?  [00:03:09] Mohammed: In a tech capacity, yeah. In sales and account management? Correct.  [00:03:13] Jason: Okay. I come from a tech background as well, so. Great. I worked at HP and I worked at Verizon, and so we're both nerds. Talk nerdy to me, Mo! Let's go. So what are you noticing in the industry when it comes to software? And, you know, this is a challenge a lot of people are trying to figure out which one to pick when they're in the startup stage. And then what I also notice-- Some try to do it without it-- but what I also notice is that nobody ever seems totally happy with their software and they're always looking over the fence at their neighbor to try and figure out, what are you using? Is this better? And I get people switch more often than they probably should. And then they realize they're missing something else. So what do you work on with clients and what are you seeing?  [00:04:00] Mohammed: Yeah. You know, great question and you know about like what, 15, 20 years ago, when we think about property management software and the industry as a whole, there weren't that many players. You had Yardi, this is before AppFolio time, 15, 20 years ago. Yeah. You had some very legacy players that worked with larger commercial operators like an MRI or Skyline. A lot of these on-premise pieces of software have now been kind of gobbled up by larger players or have transformed to be, you know, software as a service or web-based programs. And now, you know, over time now the ability to be able to build new software, the barrier to entry is much lower. You know, modern technology frameworks like using like single page apps and stuff like that are very ubiquitous. And you're seeing a lot of new entrants and players that are coming into the market. You know, players like Red Vine. That you're hearing of now. And then also there's this whole you know, offshoot or like a entire vertical that's been created now called PropTech. And now you have technology that's specific for screening and, you know, maintenance management, facilities management, investment management, and you have all these little products that are coming out. And so, you know, one thing that we always you know, implore on our customers is, you know, try to evaluate software from a very objective type of lens. At the end of the day, it is just a tool. And the effectiveness of that tool is in how you use it. Right? If you're using a hammer, you know, not in a conducive way, then it's not going to be an effective tool, right? And so there's a lot of buzz in the market that you hear now, especially with AI and generative ai. There's a lot of different tools that are in the market, but you know, the fundamentals of what you're looking to make the software do or hopefully achieve with the software, being able to streamline your rent collections and tenant communication, your vendor communication, you know, we always tell our customers, Hey, put together a checklist of what exactly the objectives are that you're looking to accomplish with this piece of software. Try to tie that to some business outcome. And that's kind of the driver of why you're looking at or evaluating the software and then put together a grading rubric and then, you know, find the software that is effective for your business needs. Don't give too much credence and how it looks or the aesthetics or what you're hearing from other folks. Definitely what you're hearing in the market will help kind of guide the software programs they to take a look at, but you know, we tend to see this as well, a lot of clients are kind of jumping around between different products and are not happy with one product or another. And usually it's an issue associated with kind of the implementation and kind of the adoption and enablement that they're giving to their employees with the product. [00:06:22] Jason: So, going back to your tool analogy, I think my philosophy with software. Initially when I was playing around with stuff in my own business, I was like, I need to find that multi-tool, and I think this is a mistake a lot of people make. I need to find this multi-tool that can do everything. It's got the hammer, the screwdriver, the pliers, tweezers, knife, like everything in it. That sounds like that would be the best thing. I'll just find something, does everything, but it does it really badly, right? You don't see an amazing handyman or you know, vendor or somebody that's going to do some work, show up with a, just a multi-tool. Like where's your toolbox? "Oh, I've got this guy. This can do everything." Right? So my philosophy on software over time is definitely shifted to, I want my team members to have the best tools, and if those best tools can do some things really well, then I will find other tools to strap onto that or add into my toolbox. That also do their job really well, and I find I get a better result having the best tools, even if I'm spending more money, than having that multi-tool that can do a whole bunch of things. So what's your take on this? Are we in alignment or...?  [00:07:34] Mohammed: Yeah. Yeah. Great question. And I completely agree. There's no such thing as one product that's going to do everything extremely well, right? There's going to be some pitfalls in one area that you have to sacrifice for another area. And so, you know, usually when clients are going through these evaluation kind of cycles of looking at software, what we suggest is, "Hey, you know, use this as an opportunity to also do some introspection. Understand what your standard operating procedures are, how you run your business, what is your accounting cycle look like? Who's involved? How does that process propagate throughout the organization? Same thing with you know, the leasing, the accounting operations when it comes to maintenance and document what that process kind of looks like, and then use that as kind of a guiding post of the functionality you're looking from the program," you know, versus going into the evaluation and looking at a bunch of different pieces of software. And usually when, you know, when clients realize like, "Hey, you know, we didn't realize that this program had a limitation in this aspect," they didn't approach it from a manner of understanding kind of what their processes are and then kind of demoing the software or looking at the programs from that lens, if that makes sense. [00:08:40] Jason: Got it. So what size of companies and what companies typically are coming to you for help, and what do they need help with?  [00:08:49] Mohammed: Great question. So we have a pretty broad range of clients. We have small mom and pop and customers with, you know, 10 or 15 doors on the residential side. And then we have clients, large asset fund managers that are, you know, grappling with 80,000 plus doors across the world. And so, we don't only focus on residential, commercial, office, industrial, manufactured housing, self storage. The only vertical we don't touch is senior housing, mainly because of hipaa, kind of healthcare requirements there. Ok, cool. Some of the problems that they do have, one is change management. [00:09:21] Most of the clients we work with have, you know, CPAs in house, you know, they have staff implementing and properly adopting software is a herculean effort, especially as the organization grows larger and larger. You have your day-to-day responsibilities, challenges, organization, and cleanliness, you know, understanding kind of accounting and software. At the same time, you know, change management and project management and the orchestration of that is probably the biggest challenge that a lot of our clients have. And in general, we're all creatures of habit, right? So there's a significant opportunity that cost that comes with kind of managing and implementing a new solution and ushering a change, versus kind of focusing on growth and your portfolio and servicing your owners and your tenants. [00:10:04] Jason: Now a lot of business owners will get excited about some new tech or some new software, some new thing they're going to throw into the business, and they go and throw this at their team, and then they get friction and resistance and adoption. Anyone that's ever been around tech or software knows that trying to get a team to use tech adoption is the number one challenge. [00:10:25] You've already mentioned it twice, right? Adoption's a big challenge. So, What is the secret to adoption? And I find for me, there's a couple of factors, but I want to hear what you found really helps with the adoption happening and getting team buy-in and getting team members to actually use this stuff. [00:10:46] Mohammed: Yeah. Great question. I did a radio show a couple months ago and kind of the three things that we see that are needed in order to have kind of. Effective adoption and enablement with software and just in general, just changes. One is executive sponsorship and so we see a lot of owners of property management, asset management firms, you know, they understand that there is a need for some of your product or, you know, they're doing a lot of pen and paper using a lot of Excel spreadsheets. They want to use some piece of software. However, they'll relegate or delegate that to the team that would also be using it. And so, And this team not only has to go through and do their kind of day-to-day activities, but now they also have to go through the process of evaluating different pieces of software or different software products. And they're giving kind of an artificial budget and the executive or the sponsor is not as involved. Kind of the evaluation process and not giving much weight to, you know, how significant of a change this will be at the end of the day. You know, implementing a new piece of software is very business disruptive. And so, you know, your employees are the folks that are kind of doing this evaluation, feel like they're on, kind of on their own little island and kind of going through this entire change and evaluation on their own. That's one is the kind of executive sponsorship. And usually when that executive sponsorship exists and the, you know, the owner and the executives in the business are actually involved during the evaluation cycle this also gives confidence to, you know, the the employees and the folks in your organization that you are serious about this. [00:12:14] want to make sure that it is successful. I want to see it through. And it incentivizes, you know, extreme ownership. You know, folks want to do less manual work. We want to do less administrivia work, right? And so, and these software programs have that promise. So executive owner sponsorship extreme ownership. And then lastly, and probably most importantly is change management. And this is something that most organizations just struggle with in general. They're too focused and kind of, siloed into what they're trying to accomplish, that they're not looking at kind of the bigger picture and the impact that this change is impacting across the organization. And so that's why organizations and consultants like us kind of exist. And so executive sponsorship, extreme ownership and change management.  [00:12:58] Jason: Yeah, entrepreneurs like to walk into a room, pull the pin on a grenade that they picked up at a conference. Throw it into the middle of their team and say, "here's our new thing we're doing! or "go do this thing!" and the team are like, what the hell? Like, we've got plenty of work already to be working on. We're not excited about this. This does not look fun to us. This is terrifying. You know, how am I going to manage my current work? And and they don't want to really own it. They, and they don't want to mess up because they know if they go out there, start researching software and they're usually not given the right criteria. Right. Like, they're like, how do we weight the criteria? because they probably are going to be conservative and think just in terms of budget. Whereas the business owner's probably like, I want the best. And, you know, there isn't really a good decision making guide related to this and which weighted factors and how they should consider it. Right. And so, You know, if anyone's ever seen a decision making matrix where you list out all the criteria, right? Like what's the speed of implementation, how disruptive will this be? How intuitive is the UI or the user interface for the software you know, can we pick it up pretty easily? So, How much training is going to be required? What's the cost, right? How long is it going to take to implement, right? And then you can weight all the software and figure out, all right, what's going to look like, what looks like the best one, but which of these criteria is the most important? Which one's the second most important? So there's a cool app I like to, I've used in the past called Best Decision on the iPhone. [00:14:29] Okay. And you can put in all your criteria, you can put in your question, you can put in all your options, and it'll, you can put the weight on these and then it, you can go through and take it like a quiz and put in all your different options and each criteria. And then at the end it'll say, here's your best decision. So it's kind of cool. I don't know if it exists on Android, but I've used that in the past, but a lot of times people just don't have anything like that and nobody wants to manage the process of implementation. Right. Leaving that on the team shoulder generally doesn't work because they're going to just blame everyone else. There isn't extreme ownership. Right. Which is a great book by the way, right? And then the business owner. Is already delegated, so they're not really taking ownership. Yeah. I could see how that would be a huge mess. Yeah.  [00:15:14] Mohammed: Yeah. It's also you know, implementing a software is it has its own nuances and complexities that come with it, right? There's companies that just focus on that. And quite honestly, if you're a business owner, property manager, you know, implementing software is not a distinctive differentiator to you from your competition, and so you should be taking on responsibilities and delegating internally for the things that actually make material impact and differentiate your business versus, you know, the accounting or implementing some piece of software, which is something that you and your competition peers have to do anyway. [00:15:43] Jason: Yeah, I find that we have the best success. So DoorGrow has a suite of software as well in that PropTech category, I guess, and we find that the operator is the person that should be moving this forward and learning it and getting the team doing it. Not the business owner typically. Because the business owner likes the concept. They like the idea of the software, they like the vision of where we could get to and the results, but they don't want to do the work to implement it. They don't want to usually learn it fully. And the operator is usually more the personality type that geeks out on that stuff anyway, and would be happy to dig into it, learn it, get it dialed in. Get all the detail in the minutiae en entered into it. Especially when it comes to like process software. It's like we have this Visio like, or Lucidchart like flowchart software for building out workflows for process that you can build in forms and other stuff. But it's very visual and that makes it really intuitive and easy for teams to map out their processes and to know where they're at currently in a workflow if they're running a process. [00:16:51] We find that's a whole level beyond what we used to experience before we had DoorGrow flow in like Process Street. Or some people use Lead Simple, or they use some of these more checklist based tools. You know, and my operator actually is unique. She's my wife, but she's a little unique that she doesn't like technology, like she thinks it's trying to get her. She's fighting with her computer all the time. She's like, what is this? And she asked me to come in. I'm the nerd in the company. And I'm like, oh, it's like this. She's like, okay. But she's like, "see!" Like technology's out to get me, you know? And so, but she likes using DoorGrow flow. Because it's visual and she can map. I'm like, what are you doing? It was the weekend. This weekend. I'm like, what are you doing? She's like, oh, I'm mapping out a process. I'm like, really?  [00:17:36] Mohammed: Yeah, and this is a great example, Jason, that was already a process. You guys had documents, right? You're using the software to kind of map, you know, digitally the process that you've already kind of built. And so that's, and that's huge crux also with a lot of folks that are implementing these new products is that, you know, they don't have that process. They don't have SOPs, you know, they don't have controls within the organization and checks, especially when it comes to the accounting. And so they jump into this product and you know, They're, you know, they fail to have a process and that also tends to make the product just the enablement around it. Very finicky and, you know, there's a lack of adoption. And then, oh they find another shiny tool and product and that gets 'em excited.  [00:18:15] Jason: Right. I think one thing that also really affects adoption is the timeline in a lot of people's minds is a lot shorter than reality. And I think my general rule for implementing something new in a business, whether it's building out one of DoorGrow's, growth engines, and adding this into your business is it's going to take minimum 90 days. And usually it's the first 30 days to just start to install or build this engine or to like get the software just set up. Maybe it's going to take a second month to now start to do the major changes and tweaks in it, and then the third month, usually it's just the little tweaks that give you 90% of the results. Like it's that last 10% of getting something dialed in that gives you 90% of the results. And sometimes the mistake our clients will make, like if they're just implementing a growth strategy, for example, is they will do some of the work during the first 30 days. Not fully build that engine, and then they try and dump a little fuel into it and they're like, this thing is leaky as hell and it's not getting any results and it's not working, and they didn't do the work to get it dialed in. And this happens in your sales process. This happens in just about anything. It's that last 10% of dialing in the little tweaks and the little changes that finally gets you to getting 90% of the benefit and the results.  [00:19:40] Mohammed: Right. No, of course. And then there's also that notion of implementation fatigue, right? It's like the longer that kind of this implementation cycle kind of drags out kind of diminishing returns.  [00:19:51] Jason: Oh, totally true. They just burnt out on it. And the business owners getting fed up and it's just because they didn't probably have a decent plan, but they're like, they're giving up. And then you hear, like I hear a ton of clients say, Hey, we really like property meld like this cool tool that really has helped us dial in our maintenance and speed things up. And then I hear some say we tried it for like the first month and it was a nightmare and we quit. And I'm like, really? Because I hear amazing feedback most of the time. They're like, oh yeah, it was awful. I'm like, okay, so.  [00:20:25] Mohammed: Fail the plan or plan to fail. Right?  [00:20:27] Jason: Yeah. So interesting. So, well, what else would you like to chat about the power of innovative software solutions that we haven't covered yet?  [00:20:38] Mohammed: Yeah, so, you know, a lot of times when we're talking to clients or prospects that are implementing a new piece. One thing that I did want to kind of double click on is the the point that you mentioned about kind of the timeframe it takes to implement a new piece of software. It's also the toll and the investment, right? The time investment. You know, there's an opportunity cost between hiring experts to do something versus, you know, DIY or doing it yourself. And so I feel like there's also a chasm and kind of a gap between kind of ownership's understanding of just like, Hey, this new product is just data entry. I can use my VA or folks that I have in the Philippines, or you know, some of my other employees that just enter this data and then all of a sudden this product is going to be working well. Yeah. I'm curious when you're talking to clients and they're saying, Hey, you know, this piece of product didn't work well for us, do you usually kind of dig a little bit deeper? I'm usually try to ask a lot of follow up questions, quantify like where exactly things did not go right. [00:21:34] And and I tend to get a lot of answers of, you know what, I don't know. That's a good question. [00:21:37] Jason: So when things don't go well, it's usually excuses. They're like, well, we couldn't get vendors to use it, like if they're talking about Property Meld. But really like, did you tell them if they want to work with you, they have to use it? And did you sell them on the benefits of how it's going to collapse time for them? And they'll be able to just use their phone to do this and it'll make everything easier. Right. So I think one of the challenges is if you go into implementing a software, switching to a software, but you don't yet believe in it, then you're going to sabotage your results with it. And that means they're not fully sold on it. And I think when it comes to technology, First, the person that's the decision maker has to be sold on the technology. They have to believe in it if they're really going to move forward. Otherwise, they should not move forward with it. And then once they believe in it, they have to transfer that belief to their team. They have to convince the team to believe in it, because if they can't sell the team on doing it, but they're going to expect the team to implement it, it's going to be met with disastrous results. And I think that's our role as an entrepreneur. We have to continually be selling our team. On what we're doing, and then we can sell to potential clients on what our business is doing. But we have to always be selling our team. And the way that we do that internally, one of our software or one of our tech tools is a planning software called DoorGrow OS for Operations. One of the flaws or fundamental flaws I see in planning like with EOS or Traction or these sort of things is it's very top down. It's like I'm in charge and it over inflates the importance of the visionary in the accountability org chart. Like the visionary is like this amazing God who the only person who has all the ideas in the business. Which is really flawed thinking. If you have even a decent team, really flawed thinking, that means you're the emperor with no clothes. Everybody's like, yeah, you have the best ideas. Sure boss, you know, and you're missing out on a lot of good stuff. And then they, the below that person, they put the integrator and then below the integrator in the org chart, they put everyone else on the team, right? The rest of the executive team. This is so fundamentally flawed. I think it's ridiculous, but. It really inflates the importance of it inflates the ego of the visionary looking at this, well, yeah, I am pretty important. And then it over inflates the importance of the integrator, which really probably should be called an operator, but the integrator. And that's what the EOS company sells. [00:24:09] They sell integrators. These are their coaches that help with the implementation of this flawed system. And it over inflates the importance of this integrator so they can sell integrators, right? I believe that's a very top-down system, and I think it's super important to have a bottom up planning system with your team to where the team you're getting their ideas first on each of the major areas of dysfunction or constraint in the business, and then the visionary is the last to speak. [00:24:37] An operator is probably second to last to speak so that they don't mess everything up and temper it and become the emperor/empress with no clothes, where everybody's like, yeah what he said, I just want to keep my job and please this person. So what he or she said, right? So, so I think with I think it starts with having how you plan as a business and the planning and cadence is the communication system in the business. For effective communication and rolling out software or implementing new things, there needs to be a really solid plan, but the team need to be coming to these conclusions. The team needs to be saying, Hey, we could use a better software. And you can inject those ideas as a visionary, like, Hey, I did see this. There is a problem here. Let's brainstorm and the team come up with ideas.  [00:25:23] The visionary might say, Hey, you're missing another idea. There's this that could do this. And the team might be like, oh, okay. Right. We should get that Property Meld software or whatever, right? So you got to get the team's buy-in. And I think that happens through really good planning, right? And a lot of teams, that's one of the most fundamental systems I think a business should have, is a really good planning system where they have annual goals broken down into 90 day, you know, quarterly goals, broken down into their 30 day or monthly goals, broken down into weekly commitments. And this is strategic stuff to move the business forward. So they have a strategic plan, not just their daily tactical work. And the challenge, most businesses, everything's tactical, and then the boss comes and throws some strategic grenade into the middle of the room and says, Hey, start doing this thing. And the team didn't plan this together. They didn't buy in into this, they didn't see the problem together, and they didn't brainstorm together. And so there's no buy-in and it's very top-down. I think that's where the mistakes really start to happen, so.  [00:26:22] Mohammed: You hit the nail on the head there, Jason. It's it's funny you know, that even the way that software today is evaluated has changed also. Right? You know, traditionally, you know, a couple decades ago when you had a lot of on-premise type of software like Cap X, software investments versus, you know, SAAS subscriptions where you're actually paying a monthly maintenance fee, right? [00:26:41] Jason: You had to have a server and then you had to have a tech guy maintaining the server and there was some nerd that understood it and they had, like, you were like, you had to pay them whatever you had to pay them because this was, your whole business was running off this.  [00:26:52] Mohammed: Yeah. Right. Now you can just get something off the shelf and get it implemented very quickly. But one key thing that I do want to highlight of what you said is that, you know, you need to elevate the voices of the folks that are closest to the problem. So it has to be kind of that bottom up type of grassroots type of investment and type of focus. Because those are the folks that have the most to gain from being able to solve for those problems. And they'll feel, you know, when there are a lot of initiatives or objectives that kind of come from top down. Similar to what you were saying kind of about the eos, is that folks see it as kind of a task that are being delegated to do this work versus, you know, being incentivized and taking ownership of like, Hey, you know what, this is my domain. This is going to make my life easier in x, y, and Z way. And you know, and then I think the goals are very important.  [00:27:37] I'm sure you've heard of kind of smart goals specific, measurable, achievable, relevant, and time based. And putting that into, you know, weekly, 30 days, 90 days, and kind of, and going through that type of approach and kind of any type of endeavor or change or kind of trying to turn things around. Most of the clients that we speak with are just folks that we see that fail with when it comes to implementations. It's usually, you know, a lack of ownership and a lot of kind of top-down initiatives that are kind of broad, the organization and then, you know, kind of a lack of a, you know, sponsorship. [00:28:04] Jason: Also, you know, there's some entrepreneurs listening to this right now. I guarantee it. It might be you, whoever's listening that are thinking, this is total bs this can't work because the, you know, doing something that's bottom up. Because fundamentally, even before having a really good planning system for the team and communication system, if you could do this and have it be bottom up, they're like, it has to be top down because my team are idiots. Like, they don't believe in their team. And that's because there's a lot of bosses that have built the wrong team, and it's because they're showing up as the wrong person already in the business, which means they're wearing hats right now. If you're listening and you're wearing hats right now that you do not enjoy, several hats you don't enjoy, maybe you don't enjoy sales or maybe you don't enjoy accounting or whatever it is, or the team members that do are doing these things, you are all always talking with them about how to do it, which means your org chart really just has you in parentheses, next to every person in the org chart, right? So that means that you are the wrong person. You're showing up doing the wrong things in the business, and you've built a team around the wrong person. It's like having a fake puzzle piece. Instead of the right puzzle piece. It's you, and then you build puzzle pieces all around that. And so now you have the wrong team. And so you have the wrong team if you are constantly frustrated in your mind saying, why won't my team just think for themselves? The problem is you. It's because you as a business owner, Are holding onto too many things and not letting go. [00:29:37] And it's because you have built a team of people that you don't trust or you built a team of people that the business needed, but you didn't build the team that you needed in order to have more peace and more certainty and more freedom and fulfillment in your business. And so you built this monstrous business around the business and it's taken over like this armchair tyrant, this highchair tyrant. This highchair tyrant that's thrown food and saying, I want more. And you just keep giving it to the business and you should be in charge of this business. And that means that you should be setting really good culture. And that means you should be attracting team members and only hiring team members that believe what you believe in, share your views so that you can actually trust them. And so a lot of the reason why top-down systems are so necessary, even though they're bad ideas because they don't have a team they trust. So even going back before, like before technology, before planning, they need a team they actually trust, which means they need to be super clear on what their values are, their culture, and only hire based on that so that they can actually trust their team members. And if you hire good team members that you like culture-wise and they're the right personality fits for those roles when you weren't? They will be better at those things than you.  [00:30:53] That's the humbling thing I want every entrepreneur to eventually experience, because it's pretty powerful because we think we're pretty hot stuff in the beginning. We start to build a team, they come to us with all their questions. We're like, man, I know everything. It's so good to be king. And then the humbling experience every business owner needs to have is when they start to hire people that are better at the things they used to do that they've let go of. And they know like they're exceeding your ability to perform in those areas. Like I used to design logos. My logo designers are better at designing logos than me. Right. As an example, and then you can really start to trust that team and you can trust them. Like my operator's a better operator than me. [00:31:32] I was terrible at running the planning meetings. I just wanted to get them over with, I didn't want to do it right. And now she tells me," you're last to speak. Like don't talk." And I'm like, "okay." because she runs it, she's in charge and she makes it way better. And it's a lot faster than I would and more efficient than how I would do it. [00:31:50] Mohammed: Yeah, think that creating that crux of dependency is definitely going to stifle growth and scalability, right? And so, it's interesting that you mentioned, a lot of listeners or folks that are probably listening to this, and we hear this as well, is that they don't trust their teams. There's some introspection and it needs to be done there. If you've hired the right people for the right roles. You know, there's there's this notion, you know, Google's considered one of the most like, you know, effective organizations in the world and when, and they do a lot of research on on team dynamics and they have this notion of of psychological safety, which is basically how folks under understand like the own you know, ramifications of being able to take risk within an organization. And so you need to enable your folks and have the right folks in the right roles and be okay with people that have failed, but you want them to be bold. This is what helps kind of move the organization forward and helps you evolve as a business and scale and grow and you know, creating that dependency crux or creating yourself and creating that friction where you are a bottleneck and how things move and change within the organization. It creates not only a challenging environment to be able to like actually grow and evolve, but then it also erodes morality within your staff as well. And eventually you'll push out the high performers.  [00:33:01] Jason: Yeah, I think you know, A players love to be recognized and they love to be seen and B players love to hide and to not be noticed. Their secret goal is to make as much money as possible and do as little as possible. And A players, they don't just give you their time, they give you their discretionary time. Like they're thinking about you in the shower, they're thinking about your business and how to improve in their role when they're like on their walk, you know, on the weekend, right? Because they're believers and they want to win. And so I think a lot of entrepreneurs out there listening to this, they might be thinking, I need more KPIs. I need more micromanaging. I need more metrics. I need more profits, so I need to squeeze more blood from these team members. They're not giving enough, and that probably just means you have the wrong team. [00:33:51] It's surprising how little KPIs and metrics and accountability is needed when you have A players on your team and you just build in a simple accountability system like DoorGrow os, or some sort of planning system in which they are working towards objectives instead of just being given transactional leadership where it's a transaction. "Do this task and I'll pay you, right?" Transformational leadership is where you give them an outcome and a timeline, like a deadline and say, by the end of the month we want to achieve this goal towards our quarterly goal, which is in two months, you know, or whatever. You can have these things defined and what happens is these team members start to function like intrapreneurs. [00:34:31] They start to innovate, think, move things forward, and then implementing things like technology and software is just going to help them get towards these goals that they're working towards. It's not something preventing them from their day-to-day work. Instead, because if you don't, if they don't have strategic goals, they're just going to focus on the tactical work they have. And strategic growth in the business should be at priority over the daily tactical tasks. And if team members can see that and they have strategic goals, they're responsible for by the end of the month, they will focus on that and get their tactical work done. And the business then innovates and moves forward. And it's a really amazing, like beautiful thing to see happen. Well, this is a fun conversation. It sounds like there's a lot of people out there, I'm sure you've worked with quite a few that really could use some help understanding how to get their technology stuff dialed in, knowing what tools exist out there that can solve this you know, what can you help them with and how do people get in touch with you? [00:35:35] Mohammed: Yeah, good question. So we offer a pretty wide range of services, whether it's, you know, tax help, bookkeeping, accounting, implementing software, custom reporting, creating SOPs, and even just auditing business processes. And then if you ever do get audited by the boogeyman, they call Department of Real Estate. We also do Dre representations as well. You can reach us at www.balancedassetsolutions.com. You're welcome to also email me directly at mo@balancedassetsolutions.com. [00:36:05] Jason: Balanced asset solutions-- plural-- solutions.com. Yes. Okay, got it. All right. Cool. Mo, thanks for coming on the show. [00:36:14] Appreciate you being with us.  [00:36:15] Mohammed: Pleasure to be here. Thank you so much, Jason. Take care.  [00:36:18] Jason: All right, so check out Mo and his business if you need some support. Coming to this conversation, I didn't even know what he did, so this was really interesting for me. My team sets up these interviews and sounds like a really cool thing to get that support and technology implementation. If any of you've gone through it, you know, this is a painful process, so make sure you get some help. So, for those of you watching the show, if any of these things resonated that you're struggling with your team, you're struggling with getting, you know, more profitability in your business, make sure to reach out to DoorGrow. We can help you do those things in addition to helping you add doors, but more importantly we can help you make your business scalable. A lot of you aren't adding doors right now because you know how, but because. You know, if you add more doors, your life personally will get worse as a business owner. [00:37:10] And if that's the case, you do not yet have a scalable business. So you need a really good process system. You need a really good people system, and you need a really good planning system. And if you have those three things, you can, you're infinitely scalable. You can scale quickly, you can add any number of doors, and that freedom and that safety and that ability to just add doors and know that your business can handle the growth means you can now go even eat other companies, start to acquire businesses in the property management space, you can start buying up your neighbors. We want to help you do all of this stuff and scale. There's no reason why you can't be probably in the next two to five years, a thousand door business, crushing it and we can help you get there. We've got the roadmap, we've got the tools, we have some tech. [00:38:00] We can help you move forward on this. So reach out to DoorGrow. Check us out at doorgrow.com. And if you're wanting to get into an awesome free community, you waste a little bit of time on Facebook, you might as well be wasting that time in a way that's not wasting time. Like go to DoorGrowClub.com and you can get access to our free Facebook group. It's for property management, business owners, entrepreneurs. Get access to our free Facebook group by going to DoorGrowClub.com. We have some cool tools and free gifts that you get. As you join the group, make sure to answer the questions and if you plug in your email address in your phone, we will reach out to you and give you some free stuff that's going to help you grow and improve your business. And you will have a resource in which you can ask questions to other property management entrepreneurs get some really good ideas and it's an awesome community. And it's growing rapidly, right? It's growing rapidly. So make sure you get into the DoorGrow Club. Go to DoorGrowClub.com and that's it for today. Until next time, to our mutual growth. Bye everyone.  [00:39:01] Jason Hull: You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:39:28] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Laura Florin is an expert and accomplished people leader. With more than 20 years of experience in leveraging people and resources to build strong teams at every level.Now working for Videri, a maker of energy-efficient digital displays, Laura uses her expertise in people and compliance to manage four different onboardings in two countries. Laura understands what it takes to not only make new hires feel welcome but also make them feel like they want to stay for a long time. We were lucky enough to sit down with her and pick her brain on all the employee onboarding best practices.In this episode of The Employee Onboarding Podcast from Process Street, Laura discusses:Onboarding evolutionStay interviewsMaking HR less scary

Vinay Patankar is the CEO of Process Street, a modern process management platform for employee onboarding, workflow automation, checklists, the team's handbook, and more. He was the youngest Cisco engineer in Australia at age 16 and has a background in IT, finance, and software recruitment. He also founded an affiliate marketing company with teams in 3 countries (USA, Philippines, and India), that generated $1 million in revenue in less than 3 years.Connect with Behind Company Lines and HireOtter Website Facebook Twitter LinkedIn:Behind Company LinesHireOtter Instagram Buzzsprout

Welcome to the HR Sound Off Podcast show created by an HR professional for HR professionals. This week I sat down with Tracy Avin. Tracy is an experienced Human Resources professional and a leader in building online communities around the needs of HR people. She has built a thriving community called TroopHR to make sure that HR people get access to the resources they need to do their jobs better. Tracy has spent the last 20+ years as an entrepreneur working at the intersection of HR, healthcare, and startups. In 2013, she started the Post'd People Group, a network for senior HR leaders. This would be the start of her passion project, pushing forward and doing more by building out the network, curating content, and organizing HR events to contribute to the advancement of the people leader profession. Tracy considers herself a bit of a warrior, never giving up and constantly pushing forward, using her determination to build out the HR network to become the platform it is today, TroopHR. Tracy's favourite podcasts: Brown Table Talk by Dee C. Marshall and Mita Mallick HBR Women at work Connect with Tracy on LinkedIn and check out Troop HR This episode was brought to you compliments of Process Street.

At DoorGrow, we have made some MASSIVE changes to our coaches and programs with even more to come! In this episode, Property Management Growth Expert Jason Hull shares some recent additions and big changes in his life as well as in the business. You'll Learn… [01:22] Personal updates from the host [06:54] Meet the DoorGrow team and what they do [15:36] The NEW coaches we're bringing on [18:07] We cracked the code: the DoorGrow Code [23:36] PR: the new property management growth hack [27:26] The DoorGrow SUPER SYSTEM! (5+ systems in one) Tweetables “We are definitely not immune to the struggles that entrepreneurs go through.” “Sometimes there's just some stuff holding people back, and I find mindset is the best thing that I can help clients within the program.” “I want to create this community. I want to impact the industry positively.” “The property management industry has a couple of major challenges at the present. The biggest challenge is the awareness challenge.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Nobody else is doing the stuff at the level that we're doing. Nobody else has the Avengers team of coaches that we are building. We're building the best. And then we have our new DoorGrow Super System, which is all these software and coaches and all these different major systems you need to build in your business like the hiring system, the planning system, the process system, your sales system, all these systems we call Super System. [00:00:25] Jason Hull: Welcome DoorGrow Hackers to the # DoorGrowShow. if you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you're interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow Hacker. DoorGrow Hackers love the opportunities, daily variety, unique challenges and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the bs, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now let's get into the show.  [00:01:22] So before I go too far, let me just say, I'm going to share some news. So we've done some really cool things lately at DoorGrow, and I've had some personal changes in my life that I think are really awesome too. So I just got back from Mexico, and I got married while I was there. So Sarah and I-- Sarah is the COO and operator of DoorGrow. She was my fiance and now she is my wife. Right? So we got married while we were in Mexico. This was planned, by the way. This was a destination wedding in Cabo San Lucas at a resort, and it was very beautiful, but it was like stressful for us. Really stressful. Like getting married legally in Mexico is a challenge. A lot of people probably don't do that. They probably just do it in the U.S. Sarah wanted to get married legally in Mexico. And I was on board, but our wedding planner was not equipped to handle that. She normally just does the pretty stuff, ceremonially at the hotel and made the mistake of saying that they could do this and put things off and didn't listen to us, and the customer service level's really, really not there. Like poor communication, always putting us off. " I'm dealing with a bunch of events right now. I'll help you later. We have it handled. It'll be great. It was not handled, so we ended up getting the ceremony done, but legally, the whole week after that was supposed to be like honeymoon time was us dealing with the legalities and back and forth between a lawyer, a new wedding coordinator, marriage coordinator-- because the first one we basically fired-- and like a judge and all this communication, getting everything handled. You have to get a blood test to get married to Mexico, and you have to get your birth certificates translated and apostilled. I didn't even know what that meant. [00:03:19] So it was a bit dramatic and a bit stressful and we eventually got it all handled, and there was a lot of stress for Sarah and I leading up to that because we're doing cool new programs and launching new stuff at DoorGrow, and then we had some like issues with our sales team and like sales not happening because we had a problem with lead generation and stuff like this, and it was just, you know, that's business. That's part of business. We are definitely not immune to the struggles that entrepreneurs go through. [00:03:50] So, and we've been making rapid changes in the business. Lots of changes. So I recently launched the DoorGrow Code. Nobody's done this before. I highly recommend you reach out to my team and get access to one of our recordings of the DoorGrow Code webinar that we just did. It's really cool. So the DoorGrow code is basically this journey and life cycle of the property management entrepreneur, and it's how you can collapse time. We cracked the code. This is the code, and how to go from zero to a thousand dollars, if you want to, in three to five years and in as quick of time as possible, and all the different systems and things that you need to get dialed in. And so we've built our programs around this so that you can grow your business rapidly. And so our new mastermind is even better than before. It's not a fit for everybody, but our new mastermind is really awesome, so I highly recommend that you check it out. So now also it is the day before Thanksgiving as we're doing this recording right now live and, you know, I just, I'm also super grateful. So Sarah and I recently purchased a home, it's like a million dollar home in Round Rock, Texas, and so it's on a golf course. It's beautiful, really nice area. I really like this area. We're just north of Austin. The downtown area is a little bit too crazy for my taste, but this is more residential and it's a nice area. We love downtown. We like to go downtown for fun, but we're like 30 minutes away and we're out of the crazy. So, and I really like this area, so. Lots of good things. Married, new home, and we're now fostering a pit bull like a new dog. So, and Sarah's already got Parker, who's a pit bull mix. I believe pit bull with a Great Dane is what we're guessing. It's a little bit taller than a pit bull, a little bit narrower head, a little bit... beautiful dog. And now we're fostering this like maybe one, two year old. Dog that is a-- we just looked it up-- a blue nose brindle pitbull, beautiful dog named Chance. So we're going to see how that goes. Right now we can't really get them near each other. They're both kind of A type personalities and so we're trying to like, give them treats and get them near each other a little by little and get them used to each other. And so far, it's going pretty well. It's going pretty well. [00:06:15] There hasn't been any major (growling noises), you know, fights or bites or anything like that, so there hasn't been any of that yet. So that's good. But they're a little bit nervous around each other, and they're both like kind of high energy dogs. So, so that's, that's kind of the stuff that's going on. So, Thanksgiving tomorrow, I don't have my kids this Thanksgiving, so it's a little weird having holidays without the kids. [00:06:38] I feel like that's just strange. But I wanted like to talk about just a little bit on this call, just kind of let you know like, what's going on in my world and let you know that I'm grateful. So I'm really grateful. Life's good. I've got a lot of really awesome blessings. I've got an amazing team in the business. [00:06:57] We've got, you know, Ashlee and Giselle over client success. They're really taking care of our clients, holding their hands, getting them access to all of our different resources and materials. That's a huge load off my plate. We've really put a lot of time and attention into client success. Those that aren't familiar with client success, it's not the same as customer support or customer service, which we have a team doing that. Client success is basically in coaching programs, this is the team that keeps track of which clients are doing really well, which ones aren't showing up to calls, which ones aren't doing as well, you know, and how can we facilitate things and help them, you know, do well, is the idea. So we've also put a lot of attention into optimizing and improving the fulfillment side. For my fulfillment team, which is run by Adam, he's been with me for... I mean, it's got to be coming close to a decade now. I don't know. But Adam's an amazing team member. He knows how to do just about everything in the business I do to some degree on the technical side and in our billing software and stuff like that. And Adam's been-- he's phenomenal. And he's always traveling somewhere else in the world. Super grateful for Ashlee and our new team member, Giselle in client success. Also super grateful for Adam and the entire fulfillment team that he oversees. We've got two logo designers. Grateful for you two. They're a husband and wife team actually. So we ended up bringing one on, and then we brought in the other's partner, and we're the world's leading property management branding and design agency. And it's because we have really great people that handle that. And so, amazing logos. We've done so many rebrands and so many logos. Nobody else has done anything like this in the industry. It's just nobody else has done this. And so, we've rebranded hundreds of companies. We are the world's leading property management branding agency without question. And we do a great job.  [00:08:52] And related to that, we also do their websites. We do their print collateral, like the business card designs and yard signs and mailer postcards for direct mail and like all this kind of stuff. And so, really appreciate our design team. We also have web designers. Mike's been with us for a while. He's our head developer, coder guy and helps with support and we've got Morgan, who's-- two different Morgans on my team: sales Morgan and support Morgan. Support Morgan is male and Canadian, and our sales Morgan is female and here in the US right? Canadian Morgan's been with me for a long time. Really appreciate him and the support that he is able to provide our clients and he helps with getting, gather, kudos, stuff set up. He helps with support tickets and website changes and things like that. Gosh, and I know I'll probably leave somebody out, but I'm just really grateful for everybody on my team. We have an amazing team. [00:09:52] Super grateful for Sarah. Of course. She's really shifted things throughout the whole business. Operationally, she can see things that I can't see. She is intuitive. Super intuitive. She just knows things are off either in an area financially and I'm able to bounce all my ideas off of her. She's really sharp. She's an INTJ for those that are into Myers Briggs. So she's a brilliant strategist. And so I really a appreciate having her, of course, in the business as well as romantically and personally, right. So gosh who... I'm going to pull up my team so I just don't forget anybody that I want to point out here. We've got an amazing team at DoorGrow and we are expanding beyond our core team. We're also bringing in coaches, so I'll tell you a little bit about that. So it's no longer just the Jason and Sarah show, where Sarah's kind of coaching more on the operational side. So that took a big load off my plate with helping property managers implement DoorGrow OS, which is better than EOS and better than Traction and better than all that kind of stuff that's floating around out there. So she's really taken ownership of that and helping that. Also, our hiring system is amazing. So we've got DoorGrow ATS and DoorGrow Hiring. ATS stands for Applicant Tracking System, which is a system that I built out for getting really good team members. So that you don't waste time on people that are not a skill fit, culture fit and personality fit, you need all three fits. So we've really made a lot of improvements in our systems and in our program and in how we keep track of clients and where they're at in the process and making sure they're clear on where they're at in the process. [00:11:32] And we've got roadmaps and we've got checklists and like it's-- we've just made so many improvements this year, so I'm just super grateful for the team that supports me and all the stuff that we have going on. I want to point out, you know, my gratitude today. [00:11:47] Oh man, I'm also really grateful for Madilyn. She goes by Madi now, but Madi's my daughter and she creates most of the stuff that you see on my social media personally and at DoorGrow on any of our social channels. She creates the video, she edits all our case studies and testimonials. She makes most of the videos that you see on our YouTube channel... reels all this stuff that's Madi, and she does a great job. We really appreciate her and she just keeps increasing her skillset and it's really funny, like she's able to speak in a voice-- I did a podcast episode with Madi previously, which some of you all might enjoy. If you're curious, what's it like working with dad? You know, she shares her perspective about me on that podcast episode. That was fun. And, who have I not mentioned? Brittany. Brittany was originally my assistant. Now she just helps with like podcast setups and like some billing stuff and things like this because she wanted to focus on being more of a mom and adopting kids. Still appreciate Britney, she operates, you know, kind of quietly in the background, just consistently getting stuff done. [00:12:50] We've also got Kyle. I'm grateful for the marketing ideas and lead generation ideas that he's brought to the table that's really helped move us to the level that we're at now. And we are also bringing on a new kind of fractional director over marketing that's really sharp named Amara. So Amara, you know, shout out to you. We appreciate you as well. We're really excited to see the new stuff that you're helping us implement and getting us shifted into. And we're getting set up on HubSpot, y'all. So we're getting that set up and so we have better tracking internally, but I don't recommend that for property managers. There's better like CRMs I think for property managers, one of which we're developing, which is coming, which is DoorGrow CRM. Pretty awesome. Really excited about that. Has like landing pages and text message automation and like voicemail drops and all sorts of cool stuff that you're just not experiencing with any other CRM in the property management space right now. And we will be building out and optimizing stuff so that we have some preset stuff that's really going to help you grow your business. So we brought in a coach that's helping us with that, John Chin, who's one of our clients, but he actually took some of the stuff that we're doing that we teach related to getting partners that refer and introduce you to investors. He's put that on steroids with leveraging these systems, and so we're really excited to have him help out with coaching clients now as well. So anyway, I get excited about our offer and our product but.  [00:14:25] Grateful for Vin. He's our web designer. He does great work creating our SeedSites. We still call them SeedSites, our designs. And I mentioned our logo designers, that's Grace and Raymond. So really appreciate them. Raymond does amazing work and we're really excited that we now have brought Grace on board. And then, who else have I not mentioned by name? I mentioned Giselle. She's brand new, really helping out Ashlee and client success, and Ashlee's having a baby. So congrats to Ashlee on the team. So really appreciate Ashlee. Brought her home for client success. She used to work in like a convalescent hospital, I think, or nursing home-- nursing homes or whatever. And she'd set up programs and create community and connection. We're like, you'd be perfect for this. And she really was. She's been a great fit. So we've just got such an awesome team. Really appreciate everybody on the team. We've also got Jane and Justin. They're our setters. So they do a lot of the follow up and outreach and nurture and stuff like that.  [00:15:25] Key point or like what I'm trying to share, I guess, is that I'm really grateful, super grateful for our team. I'm also really excited and grateful for the extension to our team. Now we're bringing in experts, people that have been really seasoned experts in the industry. We've got experts that have come from channels like Home River Group, and they're really amazing at acquisitions. We've got experts coming in that, like Errol Allen, who is going to be working with our clients on process documentation. He's kind of the expert at this. We've got Jo Olivery, who's in Australia, expert at systems and is Disney certified, which I guess is a big deal in operations. So we've got her coming on board as a coach and we've got Roya Mattis. She's a really brilliant, amazing, intuitive mindset coach. Really helping people deal with issues that are holding them back. Sometimes there's just some stuff holding people back, and I find mindset is the best thing that I can help clients with in the program. And usually all the coaching and stuff that we do, whether it comes to operations or sales or whatever-- When I ask clients, "what's the best thing you've gotten out of the program?" a lot of times I would hear "mindset." And I always thought that was so weird. It's the mindset. Really mindset-- it's throughout everything that we do, and we brought in a mindset coach who's really like helped us identify some cool things. She works with me personally, works with Sarah personally. [00:16:51] She just did an amazing training on the basic needs, and I realized my basic need is like, love and belonging. That's why I do what I do. I want to like benefit people. I want to create this community. I want to impact the industry positively. Sarah's basic need is power and achievement. She wants to accomplish stuff and get stuff done, and that works really great having an operator that helps facilitate that stuff in the business. She's always looking for how can we like level up clients and level up things. And so we both have this drive and motivation to benefit our clients from different perspectives. Right. Which is really helpful. Anyway, and I know there's, there's probably some, there's other coaches that we're bringing on that I'm probably missing, but yeah, we're always adding more coaches. And if you're listening, if you feel like you're like one of the best in the industry, we want the best. If you feel like you're one of the best, you want to be part of this mastermind and, you know, get paid well to invest some of your time towards DoorGrow and work with some of the best clients, really the best people in the industry. Our clients are so growth-minded, like positive mindset, like they're high functioning, like we have some amazing clients ranging through our DoorGrow code from white belts up to black belts. We've got these different belts and black belts are like a thousand door plus. And then white belts are they've got their first door, right? So. We also launched the DoorGrow Code, which I mentioned. The DoorGrow Code shows these different stages. It helps you know exactly like what's that secret question that you have in the back of your head that's holding you back and like, what are the problems you're dealing with right now? [00:18:20] What do you need to stop doing in order to get to that next belt level or that next level of growth? This really is a mindset shift for people when they just see this. You can identify quickly where you're at, how many doors you're at, what your revenue is, and very clearly see what you need to do, and you can even look at previous stages and go, "oh, I didn't do those things. That's why I can't move forward. I'm kind of tethered to this belt level way back here that I didn't solve that problem. That's why I'm so frustrated with my team or why I'm so frustrated and I can't get to that next level. That's why I'm stuck at 50 or 60 doors and can't break that a hundred door barrier. That's why I'm stuck in the 200 to 400 door range, and I'll never be able to break that 600 door barrier and get to being that red belt." Right? So I recommend: reach out to our team and check out our new programs. I think it's really awesome.  [00:19:11] This is a lot more of an informal episode, if you can't tell. I just wanted to share gratitude, tell you kind of what we're up to at DoorGrow. We're going to be launching a DoorGrow process software. It's very different than what else is in the industry, so it's going to be very visual, like Vizio or like a flow chart. And Errol Allen's going to be helping me, you know, build out some of these processes, but I said, "how do you usually build out processes?" "Like I build it out in this sort of Vizio like software. It's very visual, and then I have to translate it or help clients translate this into something like Process Street where it's linear," which is what our team's been using. Or "then I have to translate it into like Lead Simple or some sort of process system. But the challenge with those systems is that you can create maybe context sensitive stuff, but in a linear to-do sort of list, you don't have branches very easily. It becomes difficult, but on a visual flow chart, that's very easy to do. You can say: "ask a question, do they have pets?" Cool. If they have pets, we need to do all of this stuff and go down this route, and do they not have pets or are they service animals? So maybe there's like three options and you have different criteria and different things to do, but some of these might converge, right? Service animals and pets, there might be some similar things you need to do in this flow chart. So this is where processes can be really complicated and you want to map it out visually, but then you have to like take this visual map. Wouldn't it be great if you just had a visual map and that was the actual process? So that's something that we're working on as well. And I mentioned DoorGrow Flow, which is that software. I mentioned, DoorGrow CRM, and we've already got DoorGrow OS, the best operating system, strategic planning software in the industry. And we already have DoorGrow ATS best hiring process and system in the industry, completely customizable and tailorable to your business. We also have partnered with an ai assessments company. And so these AI assessments are really good at helping to identify those three fits. I mean, we used to use like disk assessments, and we used to use, Myers Briggs and like Wonder Lick and all, like some of you use predictive index and so some of these tests are cognitive, some of them are conative. All these different tests to try and figure out: are they going to be a good personality fit. Are they a skill fit? Do they have the intelligence level to be great? Are they going to be a culture fit, like with our values? And so this AI assessment tool helped us to eliminate that for all those different assessments and it's proven to be accurate. That's how we got my-- oh my gosh. I didn't mention Mar or Maricella. Mar is my assistant. Mar, I love you so much. She has taken over our event planning. Grateful for Mar, she's amazing. She like, has done our last two DoorGrow Lives and made them work and they worked really well. Clients had an amazing experience. We did one in Austin and then we did one in Vegas. We're going to continue to do them in the Austin area. But we're really excited. She's already been working on the one that we're doing in May. Y'all should be at this event. It is going to be awesome. And we've got all these new programs. Gosh, there's just so much. But anyway, we've got news, so thank you, Mar. I'm really grateful for you. She's actually the one that makes me a lot less crazy, a lot less all over the place and meets with me on a daily basis to make sure I'm being taken care of. Gets my, you know, haircut appointments scheduled, gets my float sessions booked, makes sure I'm like getting my Krav Maga like things set, you know, for martial arts. And she helps with travel and she's also our event planner for our events and she's doing a phenomenal job at all this stuff. And so we just keep adding more to her plate because she's just so good at everything.   [00:23:08] I mentioned our DoorGrow hiring system. Super cool. That's how we got Mar. We used that on our entire team. We vetted our entire team and it proved that all of them are highly intelligent. Also proves that all of them are really good for their role. And our really good culture and skill fits, and it's been proven to be very effective with some of our clients that were our initial Guinea pigs going through this. So we've coupled that with DoorGrow ATS and that's DoorGrow hiring. Really awesome system. We are also going to be bringing on a PR coach. I'm kind of cat out of the bag, but we've got three candidates that we're working on right now and they all have over a decade of experience helping local, small businesses grow and scale their businesses through public relations, which I think is going to be the next level thing for this industry. It's the new opportunity for growth. The property management industry has a couple major challenges at the present. The biggest challenge is the awareness challenge. Most people that could be working with property managers are not because they're not really aware of property management. After the awareness challenge, the next big hurdle is the perception challenge. That's what steals most of the rest of the market share away. Out of those that are aware, a lot of them believe property management and property managers are bad or not good or are shitty and it's a well deserved perception. Most property managers suck. Though there's a lot of bad property managers out there or management companies. And I don't believe they intend to be bad. I believe that's what happens when they price themselves like everybody else at 10% or less, or they do flat fees like everybody else that's not doing a percentage. [00:24:51] They have bad pricing. They're not getting paid well enough. They don't have the right culture in their business, so they don't have good team members. They are micromanaging their staff, trying to micromanage them through tasks based systems like Asana and Monday and Process Street and Lead Simple. And so they don't have amazing team members that they can trust to think and make decisions and their team members-- is in the DoorGrow code, by the way-- they're frustrated, like, "why can't my team members just do what I ask them to do? That's one of the big questions that you have in that usually around the 300 door stage. But these are the things that we help solve at DoorGrow. So PR is a new opportunity because what it does, public relations or pr-- Well, let me start with this. So just so you understand this, there are two main channels when it comes to creating awareness and we call this main awareness channel marketing. And there's two pieces to marketing. There's two pieces to marketing. You learn this in marketing 101. There's advertising and there is PR. Advertising mistakenly is used to try and grow businesses a lot of times. But really what actually has had the most success in growing companies historically is not advertising, it's PR. PR is what builds awareness and creates brands and helps them get market share while advertising historically and typically only helps them retain the market, share that PR created. Coca-Cola, for example, was built originally through pr, and PR is a lot less expensive than advertising. The first iPhone and Apple's rise to fame was all basically PR. People were talking about it. Lots of buzz. Not very expensive when it comes to advertising, but advertising is used by Coca-Cola to keep their market share aggressively in the cola industry, for example. And so most people though, in the property management space are trying to use advertising mistakenly, which allows you to target the people that are looking for property management. But the search volume is really low, and there's very few people that are actually looking for it. And so our growth strategies for clients are in the blue Ocean. We're really great at helping clients create new market share and expand the industry and build that awareness. PR is kind of that next level, so we're bringing in a PR expert, doing some cool things in the PR side of things also with DoorGrow to promote the industry and benefit the property management industry.  [00:27:21] So that's something that's coming down as well. You heard it here first, right? So these are some of the cool things that we're innovating and doing at DoorGrow. Nobody else is doing the stuff at the level that we're doing. Nobody else has the Avengers team of coaches that we are building. We're building the best. And then we have our new DoorGrow Super System, which is all these software and coaches and all these different major systems you need to build in your business like the hiring system, the planning system, the process system, your sales system, all these systems we call Super System, the DoorGrow Super System. It's the system of systems. So we're helping to build that out with clients as well. And also a growth acquisition engine for acquiring other companies. We're building the ultimate system of systems for property managers, so our clients are going to be the fastest growing in the industry, and we're taking people from small businesses to helping them grow as large as they want. And we're doing this based on my foundational principle-- you've heard me talk about this on many calls before of the Four Reasons. So we're not just growing for growth's sake, we're growing so that as you grow and scale, you do this in a way that you get more fulfillment out of your day-to-day, you feel more freedom, and you get more of a sense of contribution that you're making a difference in the world, living your best life, contributing in your best way that you were designed to do, and you're getting more support from your team. This is the four reasons for starting a business. Most people think they just want to make more money. However, what you really want are those four reasons, because that's really what you're hoping money will give you. You can make more money and not get those four things. So we are doing all of this stuff to help our entrepreneur clients not be property managers, and instead be entrepreneurs that maybe hire property managers and do property management, but getting you out of the stuff that doesn't give you freedom or fulfillment or sense of contribution and making sure that you have a business and a team that really makes you feel supported. And we are building the team and the systems that really will make you feel supported in our program. [00:29:28] And our program is less than it cost even a single team member. And you're getting access to all of this stuff. All the software included, the website, hostings included, GatherKudos, our reputation software included, all the different software tools that we are launching or that we have currently are all included as part of our mastermind. And then we also have been stacking bonuses. So I'm sure my competitors are like, listening to this, and they're like, "I got to start doing all this stuff." But one of the things that we've been doing is we've negotiated with some of the top vendors. My goal is to reach out to all the top vendors in the industry and get a best-in-class discount. I've negotiated this because our clients are high growth and they're adding doors quickly. Vendors love our clients. We've negotiated with some of the coolest tools and systems in the industry, best in class discounts. Discounts that they agreed would be better than anything else they offer to NARPM or anyone else. And some of these are stackable discounts. For example, like Tenant Turner and Easy Repair Hotline. And ourpetpolicy.com and Levo Secure, really cool software. We've got a list and I'm constantly stacking more. If you feel like you're one of the best vendors and you want access to our clients and you want a stamp of approval from DoorGrow. We want the best-in-class discount, and it's just as long as they're members of our mastermind, they leave the mastermind, they lose all these bonuses and discounts. But reach out to me if you feel like you're the best in the category. We've got Z inspector. Sorry if I'm missing you, if you're a vendor. We've got Virtually Incredible. We're getting the best of the best and stacking these bonuses and discounts for our clients. So it just makes the program a no-brainer to like be in because you're saving more money, making more money, and it's less than like a part-time team member to be part of our program on a monthly basis.  [00:31:25] So anyway I think that's about all I'm going to talk about today. So I appreciate you hanging out with me. I know this is a bit informal. You got a little bit of a picture of like what's going on at DoorGrow some of the new innovations. You've heard a little bit about my team that I'm super grateful for. I think a lot of people mistakenly think it's the Jason Show. It's definitely not the Jason show, and as soon as I can, like my goal is to exit as many pieces of the business as possible so I can really just focus on the stuff that I really, really enjoy more and more fulfillment and freedom for myself as well. And I really love getting to do what I get to do. I like innovating. I like coming up with ideas. We're in some of the best-- my team and myself are in some of the best coaching and mentoring programs that exist out there. We are in Masterminds as well, and Sarah and I are constantly taking trips to these different events, masterminds. We're in usually at least three major ones at a time. We spend at DoorGrow over six figures annually just on coaches, mentors, and programs. You get access to this knowledge that we are constantly curating and improving upon and bringing in. And that's one of my skills and genius I feel, is I'm able to take ideas from other coaches, other things, programs, I'm able to improve upon them, package them together in a better way, and then we're able to benefit our clients and so you get access to some really good stuff as part of our program.  [00:32:51] So anyway, with that, I'm going to go ahead and end today's podcast episode. Until next time to our mutual growth, everybody. Check us out at doorgrow.com. If you're new to us or not yet working with us, and you've been sitting on the fence, now's the time. And also, if anything I ever say on this podcast is helpful, please leave us a positive review or feedback or something somewhere online. It really means a lot to us. And until next time, to our mutual growth. Bye, everyone.  [00:33:20] Jason Hull: You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social, direct mail, and they still struggle to grow!  [00:33:47] Jason Hull: At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Season 2 of the Employee Onboarding Podcast kicks off with Ashley Chain & Erin Rice discussing thought leadership in employee onboarding.What are the intangible aspects of new hire onboarding? How do you create a truly magical onboarding experience?Listen to Process Street's resident onboarding experts deep dive into topics like:How to align company and departmental onboarding.Creating processes to wow new hires.Empowering new hires with actionable training material.This podcast is brought to you by Process Street, the people process platform.

Markus Neukom, Founder & CEO of Markus Neukom International specializing in Leadership, Executive Coaching, & Change Management, joins me this week to talk about the elephant in the room: whether or not HR is truly human-centric. And beyond that, whether or not human centrism sits with HR or everyone else. Markus is a specialist in Leadership Executive Coaching and Change Management. He has worked successfully as a Corporate Senior Executive and Executive Coach, certified in applied coaching with a successful private practice as well. Connect with Markus here: https://www.linkedin.com/in/markusneukom/ Learn more about his coaching here: https://www.markusneukom.com/ This episode is sponsored by Process Street. Learn more at www.process.st This episode is brought to you by Namely - check it out: https://www.namely.com/HUMANHR Don't forget to rate, review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

It's a growth mindset kind of month! Amy Clark joins the podcast this week to share information on the differences between non-profit and for-profit HR and how being a value add to an organization is critical to a symbiotic experience. Amy is a Chief HR Officer and Executive Coach known for creating people solutions that drive business outcomes. As a Marshall Goldsmith Stakeholder Centered Coach and Visionary Leadership Coach, Amy has a passion for helping successful people and organizations be even more successful. She is also the founder of the Growth Minded Leadership Group. Connect with Amy: https://www.linkedin.com/in/amy-clark-a8626912/ Learn more about the Growth Minded Leadership Group: https://growthmindedleadership.com/ New Study: https://www.pnas.org/doi/full/10.1073/pnas.2016976118 Old Study: https://www.pnas.org/doi/full/10.1073/pnas.1011492107 Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

Dr. Brad Harris joins the podcast to discuss having a growth mindset, ditching imposter syndrome, and how to find an organization that is closely aligned to the values we hold as individuals. Dr. Brad Harris, Ph.D. is a Professor of Management and Human Resources at HEC Paris and a co-founder of People Leader Accelerator. He has co-authored two books, 3D Team Leadership: A New Approach for Complex Teams (Stanford, 2017) and Scaling for Success: People Priorities People Priorities for High Growth Organizations (Columbia, 2021). His research has been published in leading academic journals and cited in popular outlets such as the Wall Street Journal, Harvard Business Review, CNBC, Inc.com, and Fast Company. Brad holds a Ph.D. from Texas A&M University and previously taught at the University of Illinois and Texas Christian University. Brad has won multiple teaching awards for his work in leadership development, including an international recognition from Poets and Quants. Receive a FREE guide with promo code PODCAST when you visit https://www.peopleleaderaccelerator.com/guides Connect with Dr. Brad Harris here: https://www.linkedin.com/in/bradharrisphd/ Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

In this explicit, shocking, and insane episode, your HR nightmare story submissions are read - plus, I share a few of my own! Thanks to all who submitted stories :) Thank you for supporting this podcast for 2 years!! Don't forget to leave a 5-star rating, write a review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st This episode is brought to you by Namely - check it out: https://www.namely.com/HUMANHR Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

Will joins the podcast this week to talk about a topic that has been long awaited: financial wellness! Financial literacy and wellness are just as important to the total rewards and employee experience landscape as health benefits. Will Peng is the CEO and Co-Founder of Northstar, a financial wellness and benefits platform. Prior to founding Northstar, Will worked in Venture Capital and his firm was an early investor in Coinbase, Guideline, Even, and Oscar. Inspired by the positive change fintech can have on people's lives, Will set out to solve the inequality of financial guidance. As a Taiwanese immigrant, Will is passionate about supporting underserved communities to help them achieve financial stability and reach their personal goals. Connect with Will here: will@northstarmoney.com Learn more about Northstar here: https://www.northstarmoney.com/ Submit your HR Horror Stories here: https://forms.gle/oWv7xX93qn5YerpS8 Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st This episode is brought to you by Namely - check it out: https://www.namely.com/HUMANHR Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

This week is all about pay transparency laws and the changes to I-9 requirements with the ending of the COVID-19 extension. These are super important laws and changes all US-based HR folks need to be clear on. Learn more about your state's and city's requirements here: Pay Transparency: https://www.zippia.com/advice/pay-transparency-laws-by-state/ I-9: https://www.uscis.gov/i-9-central/covid-19-form-i-9-related-news/dhs-extends-form-i-9-requirement-flexibility-effective-may-1-2022 Submit your HR Horror Stories here: https://forms.gle/oWv7xX93qn5YerpS8 Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

With almost 100% of HR professionals struggling with burnout, I felt it necessary to share another HR burnout story with you. So joining me in the sound booth this week is Charli Gamber, and we are talking about moving from burnout to brilliance.   Charli is the Owner/Independent Agent of Benefits With Heart where she serves employers by strategically setting up their benefits packages, allowing them to attract and retain the best and brightest. In addition, administering their benefits seamlessly gives them valuable time back in their day. As a result, employees understand the value of their benefits presented, complain less about their benefits, and spend less time trying to figure out why that one claim isn't getting paid.    Charli is also the author of the book HR Burnout: Reigniting the flame, and you should check this out. Charli shares why she wrote the book, and we also talk about her most important lesson learned as an HR professional.   Chali's book list

Amy VanHaren, Founder and CEO of Pumpspotting, joins the podcast to talk about how she first encountered the lifestyle challenges of being a working and nursing mother. Breastfeeding is a lifestyle, requiring 24/7 attention, but there are also critical compliance requirements. Learn more about your state and country's requirements here: US: https://www.ncsl.org/research/health/breastfeeding-state-laws.aspx Canada: http://www.infactcanada.ca/breastfeeding_rights.htm Around the world: http://www.breastfeedingquest.com/world-breastfeeding-laws.html Learn more about Pumpspotting here: https://www.pumpspotting.com Connect with Amy here: https://www.linkedin.com/in/amyvanharen/ Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

There are no rules for this episode - we laugh, we curse, we celebrate! Thank you to Jan Janerson aka @NotSHRMApproved and Erin Diehl for joining me for my 100th episode! Thank you to all of YOU for listening each week; I couldn't have done this without you!! Don't forget to rate, review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

I never thought I'd say this but I learned something in Las Vegas: being with coworkers in person is an irreplaceable necessity. Tune in to listen to my reflections post-HR Tech conference. Don't forget to rate, review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st This episode is brought to you by Namely - check it out: https://www.namely.com/HUMANHR Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

Mark is the author of "The Career Toolkit, Essential Skills for Success That No One Taught You". Educated at MIT, Mark has spent his career launching and fixing new ventures at startups, Fortune 500s, and academia. He's developed new software languages, online marketplaces, new authentication systems, and tracked criminals and terrorists on the dark web. Mark helped create the Undergraduate Practice Opportunities Program, MIT's “Career Success Accelerator”, where he's taught for twenty years. Mark also serves on the boards of non-profits Techie Youth and Plant a Million Corals. Learn more about "The Career Toolkit" and Mark's free resources here: https://www.thecareertoolkitbook.com/ Connect with Mark here: https://www.linkedin.com/in/hershey/ Don't forget to rate, review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

Quiet Quitting is misrepresented and misleading - what's wrong with having boundaries and doing the job you were hired to do without going above and beyond? Surprise: there's nothing wrong with either of those things! Tune into this episode (and share it with a friend) to hear more about what quiet quitting is doing, v. what we should be doing, v. what companies should actually be focused on. Don't forget to rate, review, and subscribe! Connect with Traci here: https://linktr.ee/HRTraci This episode is sponsored by Process Street. Learn more at www.process.st This episode is brought to you by Namely - check it out: https://www.namely.com/HUMANHR Sign-up for Human Times Newsletter: https://industryslice.com/subscribers/dbc8cfad-6689-4447-aeb1-9bd98d0a2b61?rh_ref=f00c86a3 Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

This week, Clark aka HRShark joins me for a discussion on how he got to where he is today in his "9-5" and on social media. Clark is widely popular on TikTok and Instagram because of his Evil HR impersonations, sharing tips for advancing in your career, and for making us all laugh about the realities of our jobs. Be sure to follow Clark on TikTok and Instagram: @hrshark_ This episode is sponsored by Process Street. Learn more at www.process.st Don't forget to rate, review, and subscribe! Connect with Traci here Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

All extroverts, no sense of humor, makes all the decisions, makes no decisions, only looking out for the company and much muchhhhhh more BS on this one team. This week, I teamed up with Alexa Baggio and Tyson Mackenzie from the People Problems podcast for Part 2 of this saucy convo on common HR Misconceptions. Missed Part 1? You can listen by searching the People Problems podcast wherever you get your podcasts or by clicking here! Follow the People Problems podcast on Linkedin, Instagram, and TikTok at @peopleproblemspod Alexa Baggio on Instagram (@theinfluenchr) & LinkedIn Tyson Mackensie on Instagram (@hr.shook) This episode is sponsored by Process Street. Learn more at www.process.st Don't forget to rate, review, and subscribe! Connect with Traci here Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

Andrew Kitchner, CEO & Lead Resercher at New Wave Solutions, joins me to discuss why Employee Commitment is a better metric to measure how engaged your team is rather than Employee Engagement. Plus, we talk about how to make surveys more effective and how surveying can affect turnover. Connect with Andrew LinkedIn Email New Wave Solutions Live Demo – Commitment Feedback Survey 25 Minute Call/Zoom More info on Asynchronous work: Asynchronous Work by GitLab This episode is sponsored by Process Street. Learn more at www.process.st Don't forget to rate, review, and subscribe! Connect with Traci here Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Rubin is actively employed by. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support

In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.We had a great time hanging out with customers and touting the benefits of process over project management. During the conference, Vinay Patankar (Process Street CEO) was thrilled to be invited to speak on a panel about employee onboarding, headed up by Kevin Grossman of Talent Board.The speakers were:Vinay Patankar, CEO and Co-founder of Process Street.Danielle Monaghan, VP Global Talent at Uber (now Google)Greg Russell – Head of Talent at SnapdocsThe focus of the conversation was “prioritizing onboarding to help boost retention“.Key points discussed during the panel included:How preboarding helps retentionCandidate participation in preboardingHow tech make onboarding feel personalLack of visibility into onboarding can be costlyEnsuring retention must be an ongoing process

Property management growth expert, Jason Hull, has coached and helped hundreds of property management entrepreneurs change their businesses and lives. After all this time observing the industry, he offers an outside perspective on the kinds of software every PM entrepreneur needs.  In this episode, Jason Hull describes the ultimate stack of software for property management entrepreneurs, from the back office and maintenance to process documentation and hiring. You'll Learn… [03:00] The Best Back Office PM Software [05:26] Managing Maintenence Requests  [08:11] Doing Showings with Tenant Turner, ShowMojo, and Rently [10:00] Inspection Software and Sales CRMs [12:08] What you Need for Processes, Task Management, and Hiring [18:26] Why to Use the Profit First System Tweetables “I don't use property management software because I don't actually manage rental properties, right? But I have talked to thousands of property managers, and so I am kind of like the magic fly on the wall.” “Leads are really only good for about the first five minutes.” “I want to be able to pick the best tools because software's way cheaper than people.” “Shift away from one-off showings to open houses. This is going to be significant in collapsing time there. It creates a sense of false scarcity.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] I want to be able to pick the best tools because software's way cheaper than people, so even some of the most expensive software might only cost you maybe a thousand or 2000 bucks a month, right, if it were really expensive. People usually cost you more than a thousand or 2000 bucks a month. [00:00:14] Welcome DoorGrow Hackers to the #DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow Hacker. DoorGrow Hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships and residual income. [00:00:51] At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let's get into the show.  [00:01:14] So we're going to talk about the ultimate property management software stack. I get this question all the time, property management software, "what's the ultimate stack?" Or "what software should I use?" Or "I've heard about this," or "we're using this, is this the best?" And I don't use property management software, right? I don't use property management software because I don't actually manage rental properties, right? But I have talked to thousands of property managers, and so I am kind of like the magic fly on the wall that's gotten more info and I don't think there's any other coach, anybody else out there that has the insight or the views or knowledge that I have. And so let me share with you just based on the feedback that I've gotten from property management business owners, my nerdiness related to software (I'm kind of nerdy.) This is what if I were starting property management company, this is the stack that I would use. And I don't think I have relationships with any of these, so they're not paying me to say this. One of the vendors might give me some sort of incentive or something if I send them business, but I don't even know if they're sending me stuff. I don't pay attention to it.  [00:02:25] So, here's kind of the ultimate stack based on what I know right now. And somebody may be watching this and they might think, "there's something better, Jason." If you know that there's something better, comment what you love and what you use and what you think is the ultimate stack. If you're a software geek, if you're a research geek, if you put in a lot of time and energy into this, I'd love to hear from you because I'm always looking for what's best for my clients and for everybody in the industry at large. So for single family, residential property management companies, which is largely the target audience that I focus on, this is the ultimate stack. [00:03:00] So first, basic, you need some sort of back office property management software. This is going to help you with the accounting piece and keeping track of all your rental properties. This is going to be the main sort of foundational piece in your business software- wise. , Usually I would recommend rentmanager.com. So Rent Manager... I just, I hear the most positive feedback on Rent Manager. And so I recommend that you take a look at that software. Now, I know it's really hard to switch software, so if you are using AppFolio or Buildium or Rentec Direct or Propertyware, or-- gosh, what else is out there? I don't know-- any of these tools, I'm not telling you, you should go switch software. Yeah. You know, it's hard. It's really hard to switch software, and usually people spend a lot of time, a lot of money, a lot of energy to switch software only to notice the other software is missing some things that they liked in the previous one or has some other problems. [00:04:03] And so that's not generally super effective to do that. So the reason I like Rent Manager, let me explain this and maybe a little bit about why I don't like some of the others, right. Some of the challenges. One of the most common is AppFolio. So one of the reasons I wouldn't choose AppFolio is because AppFolio does not have an open API. Now granted, they have a lot of tools, right? So maybe you don't need it is the justification, but I like to pick the best tools. I don't want one Jack of all trades master of none, maybe master of some, maybe master of a few. I want to build the ultimate stack, and if I'm going to build the ultimate stack, that means I need to be able to pick and choose and create my ultimate Swiss army knife, my ultimate multi-tool, the ultimate thing that I want. And so I want to be able to pick the best tools because software's way cheaper than people, so if I can pick a software, even if it's more expensive or it's additional, instead of translating or transferring that cost onto the shoulders of humans and staffing costs, and I can just mitigate a little bit of staffing costs, it's totally worth it to me. So even though some of the most expensive software might only cost you maybe a thousand or 2000 bucks a month, right, if it were really expensive, people usually cost you more than a thousand or 2000 bucks a month, unless you're getting part-time people or people in the Philippines or something.  [00:05:26] Then usually you need something on the maintenance side, and this is usually maybe once you're at maybe 50 to maybe 150 doors, somewhere in that range. But at some point, you want some leverage when it comes to maintenance coordination. I hear great feedback from Property Meld. Now, these guys, when I did a podcast episode with them, we set up some sort of thing. I think it's still active. It'll send them a lead. They might give me a kickback on it. I can't remember. Property Meld, if you're listening, you should be giving me kickback for this still, but I don't even pay attention to it. But if you go to doorgrow.com/maintenance, long time ago, I set up a quiz. So if you go to this website, I set up a little quiz that you can take, and it will give you, I believe a 10% discount if you fill that out with Property Meld. But Property Meld, what's really cool about Property Meld is basically it's a three-way text message system between you, the tenant, and the vendor.  [00:06:26] And so this allows all three of you to be communicating, and it allows you to see the communication between the tenant and the vendor, which them communicating directly speeds things up like dramatically. There's that transparency that you can see how they're doing and see how it's going. So that's on the maintenance side. Now with Property Meld, they have a relationship, I believe still that if you get their full service, then also that's pairing it with EZ-- spelled E and then Z, which is sort of a cute, clever name that they probably should rebrand, but EZ Repair Hotline. I don't know if it's ezrepair.com or easyrepairhotline.com. Hopefully my team could figure that out when they do the show notes, (it's https://www.ezrepairhotlinellc.com) but EZ Repair and if you talk to Property Meld and get their full service, I guess that's who they use and that's what's included--  [00:07:18] EZ Repair is a call center service. It was founded by Andy Shin. He's been on the podcast before. He used to manage the call center for AAA, so he knows what he's doing. His team's based out of Vegas. And my understanding is they've really improved since he started the business, and they were a lot more affordable than Night Tenders, which became Super Tenders, which I think became Abodea or something like that. So my understanding is that they're are a lot more affordable, and they're comparable. They're pretty decent and pretty good at what they do, and that they made a lot of strides to get even better over time. So I would check out EZ Repair along with that, and what they do is they handle the calls. So they handle your maintenance calls. So then you'll have that for your maintenance calls, and that's going to take a load off of your plate as well. So, that's on the maintenance side. [00:08:11] The other tool in my ultimate stack if I were making a property management business is: I would get Tenant Turner, and that is just at tenantturner.com. You've got some competitors in this space. You've got Rently, you've got ShowMojo. I've heard good feedback recently on ShowMojo from some people. It seems like they do a pretty decent job. They've also got a call center where they'll field, I think the phone calls, I don't know, related to the rental properties, but Tenant Turner is probably the tool that I would go with as of right now. I've met some of the principals at that business. I like them. I feel like they're stand up guys and ethical. I believe I've had them on my podcast, but I like Tenant Turner, and that's probably what I would go with. So, that would be on the leasing side, and the smart thing to do on the leasing side, quick bone I'll throw out to everybody there is to shift away from one-off showings to open houses. [00:09:05] This is going to be significant in collapsing time there. It creates a sense of false scarcity, I guess, you know, lots of tenants coming at the same time. Do a 30 minute window. Just do it one weekday in the evening and one weekend day, and do it for a 30 minute window for each and everybody that wants to see that property goes to that, and Tenant Turner can help make sure people are reminded, they show, it can pre-screen, um, allows people to book that time and that sort of stuff, so I would go with Tenant Turner.  [00:09:38] Let me think if there's anything else I would use. I mean, this is kind of the core stack. You've got the main leasing side thing, which would be Tenant Turner and then you've got the maintenance, which are the two big sort of wings of the property management business or challenges. And then you've got your PM back office, which would be Rent Manager. So that would be kind of the core what I would do. Then you need some sort of inspection software. I don't get a lot of feedback on that, but I know there's zInspector I've heard good things about. There's Happy Inspector. There's Inspect & Cloud, and I'm sure all of those integrate with Rent Manager and probably all the other software out there, so I would pick one of those. I would take a look at those, and I would probably have some sort of inspection software as well. And that's going to be a pretty good stack for your business.  [00:10:27] Oh, there's one other software here I would probably recommend as of right now, that would be a sales CRM. As of right now, that would be LeadSimple. So LeadSimple is, as far as I know, the only property management sales CRM. There might be some others that can pull in leads and are okay, but LeadSimple's claim to fame is that if a lead comes in through your web form or your website, you can set up to parse the email, pull the phone number, out and initiate a phone call right away, because leads are really only good for about the first five minutes really, maybe the first 10, but you need to follow up within the first five minutes and then people are impressed. The lead's still hot, it's fresh, and it's not gone stale, to give you some other analogies here, but you want to follow up right away because otherwise, they're going to move on to the next company, and the first property manager that they talk to or that talks to them is more likely to get the deal.  [00:11:19] So, And if you're spending money on lead generation, which I don't recommend, but if you're spending money on like advertising, which I don't recommend there's better ways to grow your business, but if you're spending a bunch of money on advertising, you are wasting a massive amount of money into a leaky sales funnel if you don't have something like LeadSimple, or you aren't following up on leads within the first five to 10 minutes. So that can be effective as well. I send them so much business, they should be sending me some sort of kickback. So LeadSimple, if you hear this, you should be sending me some money, people, 'cause I send you a lot of business. All right. But yeah, I would check out LeadSimple. They have also a workflow built into their platform. That's kind of a, I guess, a competitor to Process Street. Personally, I don't know, Lead Simple's tools, so I can't recommend it, but internally we use Process Street. [00:12:08] I really like Process Street for processes. This is their website: it's process.st. I've had them on the podcast as well, but I really like Process Street. We use it internally. It's great for creating process documentation, but also for using as a checklist to run through that process, and it records an instance for each checklist every time somebody runs through that and uses that process. And so it's like having a clipboard with check boxes they have to go through each time they do that particular task. Except it's not a clipboard, it's digital. So I like Process Street a lot. You can get really complex with it or you can get really simple. And so we use Process Street internally. I highly recommend it. I like it. Now, I'm hearing some really good feedback lately.  [00:12:55] You also need some sort of task management system just for one off tasks. So there's a lot of people that will use something like Asana. Now, some people are, instead of using Process Street, which is really robust. They'll use something that's maybe not as robust, but has similar functionality to that and Asana, and that's Monday. So I'm hearing some really great things about monday.com for basically largely task management and maybe repetitive processes. Okay, so you may want to check out monday.com for your internal processes. Asana does have repeating tasks and has templates, so you can have sort of formulas of things, but I don't think it has the functionality of people following through a process and being able to show like screen recordings and screen captures and screenshots and steps and Process Street, you can build all that stuff in.  [00:13:49] I don't know if Monday can do that also, but Monday does allow you to kind of see where things are in a stage in a workflow and have stages and stuff. So for you know, really large pools of processes that are being worked on, like maybe you have like 20 properties you're onboarding, you can have an instance of Monday of each, similar in Process Street. In Asana, you would just build out like clone templates, probably. So these are these are some of the tools that I would be taking a look at seriously. If I were to start a property management biz.  [00:14:23] And now the other thing that I would recommend that a property management business is eventually once you have a team, you're going to need some sort of planning system, and we've built what I believe is the ultimate software planning system. We call that DoorGrow OS. OS stands for 'operating systems.' So there's a lot of talk about like EOS which is from like Traction or Rocket Fuel, these books. And, these are good books. It's a good system. These are good ideas. I really feel though that the flaw in this is It's built too much around the entrepreneur is what they claim, but it's not actually built around the entrepreneur. EOS is really built around the idea of the integrator, and the integrator is like the most critical piece in this system. And an integrator really is a glorified operations person that they're also putting over and it should be running your cadence and running your planning, but they're putting over sales and marketing and usually operators should not be over sales and marketing. It's a big tactical mistake in business. And it also is a very top-down system instead of the team kind of, it's, it it plays into the ego of most entrepreneurs thinking they're the visionary and everybody has to do things that they want. And it's very top down.  [00:15:45] DoorGrow OS is more bottom up. It allows you to have your entire team focused on the goals of the business based on what the biggest needs of the business are and the biggest needs of the entrepreneur are. And so, DoorGrow OS is really entrepreneur centric, visionary centric, which it's your business, and then we build the ultimate team and planning and cadence around you so you're going to have a business that actually gives you more freedom, more fulfillment, more contribution, and more support the bigger it gets instead of the reverse. There's some other flaws with EOS, like I don't like their accountability chart where they've got visionary and then integrator, and then the entire team answers to the integrator. I think that's the most dangerous business model ever. You're putting somebody in a position of power in which the entire team are loyal and connected to them. And they're probably not good at being over all of these different department. They basically, if they were or could be, they don't need you. 'Cause they could just chop off that top layer off the accountability chart, which is just a fancy word for an org chart in EOS and eliminate you and they can start their own business, right, if they really are that good.  [00:16:50] So you need a really good planning system. I recommend DoorGrow OS it's really cool system. And then the other thing is you need eventually if you're really wanting to scale and grow your business and you're growing quickly, like a lot of our clients do, you will need an ATS or an applicant tracking system. And so we have our system, which is DoorGrow ATS. And so, this is the ultimate hiring system for a business. We have some really cool stuff coming related to this, but this allows you to basically get really great people and get what I call the three fits, which is having the ultimate hire where they match all three fits, where they're a culture fit, skill fit, and personality fit for your team, and usually the most important of those three is cultural fit. Most people hire just based on what the business needs and based on skill that is needed, so they get a skill fit. But they're not the right personality sometimes for the position, so they're not going to actually be great at it.  [00:17:51] They're maybe not a good culture fit, which means they don't share your values and won't do things in a way that you would feel safe with. And so you'll never fully trust them. And so right now, if you have a team member that's just not great, I guarantee, they're probably not a culture fit or they're probably not a personality fit. Skill fit or intelligence, they just, maybe they're too dumb to do it. Most likely not. They might just not be the right personality and might not be the right cultural fit. So DoorGrow ATS is another system that would need to be built out in the business. And there's several other systems I've talked about on previous episodes that a business might need in the business.  [00:18:26] And I'll throw out one other system that we use in our business that I'm a big fan of, and that is Profit First. We have some other tools like my CEO metrics and some other stuff that my team report in, but I really like, you know, as a basic level, really healthy accounting system, I like the Profit First system. I've had mike Michalowicz the author of the book Profit First on a previous podcast episode. I recommend you check that out if you're running into cashflow issues, if you're having trouble paying your team, if you've run into any of these problems that are very typical in early stage businesses or with entrepreneurs. I've been there. You've probably been there. I highly recommend implementing the Profit First system in your business. It's really simple to implement. It's just getting some additional bank accounts set up and then as money comes in, divvying it up into these different bank accounts based on percentages and making sure that you're taking out a percentage for profits so that you are profitable first and then what's left over one of those will be expenses. And so I recommend taking a look at that. So these are some of the systems that I think would help too.  [00:19:31] If I were building the ultimate stack for the ultimate problem management business, these are the things that I would take a look at. And then really, it's about getting really great people and building a really great team so that you have awesome team members. Yeah. So that's going to create the ultimate business and that we want to build the ultimate business around you. So if you're struggling or trying to figure out how to grow your business, you are running into the bottleneck where you feel like you are the biggest bottleneck in the business, you feel like you're always having to micromanage your team, you're trying to get them motivated, trying to get them to do the right things. I really think you could use our scale program in our DoorGrow and Scale Mastermind, and we would love to talk with you. We easily will help pay for the program just by helping you to cut costs, increase the efficiency of your team. Usually, I can get people three times the output from their team or cut their staffing costs in half or by a third, depending on what your goal is, we can increase that. And then we also want to increase your level of what I call the four reasons. You're getting more freedom, more fulfillment, more contribution, and more support. [00:20:36] So we will realign the business around you and realign the team. So anyway, reach out to us at DoorGrow. Check us out at doorgrow.com and until next time everybody to our mutual growth. I hope you crush it. Take care, everyone. [00:20:49] You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay per lead content, social direct mail, and they still struggle to grow!  [00:21:16] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Named as one of the top 100 HR influencers of 2022 by HR Executive, Gianna Driver is currently the CHRO at Exabeam and has 15+ of experience scaling global, people, and talent functions.Gianna loves leading teams and helping them meet ambitious goals, and boasts a wide range of leadership experience (from board management to diversity, equity, inclusion, and belonging, to process creation). Gianna loves the energy that comes from creating structure out of chaos.In this episode, host Josh speaks with Gianna Driver about:Executive onboarding vs. employee onboarding;Scaling organizations quickly and effectively;Using data to continuously improve your onboarding program.This podcast is brought to you by Process Street, the people process platform.

If you are a property management entrepreneur in the 400-600 door range, you likely experience the same issues as others in this category: company culture, strategic planning, and more. In this episode, property management growth expert, Jason Hull continues the stages of the Property Management Entrepreneurial Journey series with the 400-600 door category.  You'll Learn… [01:10] Recap of the Other Property Management Entrepreneur Types [03:29] Defining the 400-600 Door Range [04:52] Making Sure You Have Help in the Business [06:42] How to Build Your Team and Processes [08:23] Optimizing Your Business: Strategic Planning [10:09] Transitioning from Transactional to Transformational Leadership [11:20] Recap of the Other Property Management Entrepreneur Types Tweetables “So by the time you get to this 400 to 600 door stage, you are either in a massive amount of pain, it's really painful, or you finally solve some of those issues.” “So I'm hoping if you're at this stage, business is not crazy. It's not crazy at work, and things are good. And a good book recommendation is It Doesn't Have to be Crazy at Work by Jason Fried.” “I believe most meetings are wasted time, but strategic planning, strategic meetings is one of the ways we really help scale and grow property management companies.” “If you don't have really clear strong culture, you probably don't have a really clear, good team.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] So by the time you get to this 400 to 600 door stage, you are either in a massive amount of pain, it's really painful, or you finally solve some of those issues. [00:00:10] All right. Welcome DoorGrow Hackers to the #DoorGrowShow. If you are a property management entrepreneur that wants to add doors, increase revenue, help others, impact lives, and you're interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrow Hacker. DoorGrow Hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships and residual income.  [00:00:46] At DoorGrow, we are on a mission to transform property management businesses and the business owner. We want to transform the industry, eliminate the BS, build awareness, change the perception, expand the market and help the best property management entrepreneurs win. I'm your host, property management growth expert Jason Hull, the founder and CEO of DoorGrow. Now let's get into the show.  [00:01:10] All right. So on previous episodes, we were doing this series of talking about all these different stages of property management entrepreneurs, and just to catch people up that have missed those, go back and watch those-- or listen. But what we talked about is we talked about pure startups, and then we talked about those that are kind of seekers and getting past that fantasy stage, and now they have a real business and seekers where they're kind of trying to figure stuff out, and these are all different door levels.  [00:01:36] And then we talked about the solo preneur property managers, and then we talked about those stuck property managers on one of the recordings. And then we talked about the transitioning property management entrepreneur, has broken the 100 door barrier, and they're leading into that next sand trap, which by default, they'll get to within a year or two, usually in the 200 to 400 door category. And we talked about that. I call it the standard property management entrepreneurs. So we talked about that group and category. And then during that last recording, I talked about the side biz, property management entrepreneur, cause some artificially break, the 100 door barrier and they really just have a side business. Real estate is maybe their main thing. And they artificially are stealing resources from that business. [00:02:19] All right. That brings you to the present and you're missing a lot of good info so that you can understand where you're at in this journey and which things you should have tackled at these various stages. We're going to talk a little bit today about. That next level. This is those that break past that 200 to 400 door sand trap. Sometimes I call it the second sand trap, maybe the third sand trap. First one is usually where just getting started. That's like the hardest hurdle for a lot. And so that could be the first, the real first sand trap once you've launched your business though is about 50, 60 doors, I see a lot. I call it the solopreneur sand trap.  [00:02:53] A lot of people get stuck there. They paint themselves into a corner. They end up trapped and that's really uncomfortable for them. So it's not like working. So the next sand trap is that 200 to 400 door stage. If you break the 100 door barrier in a healthy way within a year or two, you'll be there. And that 200 to 400 door stage I've talked about on the previous recording for the podcast. If you can break through that sand trap, and this is the team sand trap, and trying to figure out how to deal with the team, you're now going to be at this next level in the 400 to 600 door category. [00:03:29] Now, if you have achieved this level, you're at 400 to 600 doors, you may have done this through acquisition. Maybe you acquired another property management company. Maybe you got here just through grit and sheer will, and doing a lot of the sales yourself. At this stage, you probably have a pretty solid team because that 200 to 400 door stage is really painful trying to figure out your team. So now, you've got a good team. You probably like most of the people on it, and you probably aren't dealing with a ton of churn with the team. And probably at this stage, you've offloaded some of the growth oriented tasks. You may have a BDM at this stage most likely. If not, this is probably the next level for you. [00:04:15] So you might be a closer, and you want to focus on your area of genius and you have offloaded everything else. So you're still just the closer and you're closing a lot of deals, which is cool if you're good at that and you love that. If not, at this stage, I'm guessing by now you've already got some people helping you with the sales side, because you just probably wouldn't have gotten here, but if not, you need to get a BDM or at the very least a sales assistant. That you can maybe groom to be a BDM. But a sales assistant that you can offload at least the follow-up the appointment setting, stuff like that. So you need a setter basically while you act as closer.  [00:04:52] So you've probably gotten out of the day-to-day operations at 400 to 600 doors. If you're still heavily involved in day-to-day operations, I'd be surprised, at this level. I don't see that very often. However, even at this level, you still are likely your own best employee, right? You still have your hands in quite a few things. You probably have many of your processes to find 'cause usually at that 200 to 400 door stage, that's like becomes a heavy focus because it becomes so painful. You need to get these processes defined and you realize there's a lack of consistency and you realize the team aren't doing things the way that you would want, and it becomes painful. So by the time you get to this 400 to 600 door stage, you are either in a massive amount of pain, it's really painful, or you finally solve some of those issues. [00:05:40] So I'm hoping if you're at this stage, business is not crazy. It's not crazy at work, and things are good. And a good book recommendation is It Doesn't Have to be Crazy at Work by Jason Fried. He's one of the founders, creators of Basecamp, CEO of Basecamp. Really, really great book. I got to hang out with Jason Fried years before he wrote that book. And he basically, during a 90 minute called taught me some of those principles and it was a game changer for my business in making the business more calm and more quiet and focusing on asynchronous communication, some other really cool ideas. So I highly recommend you check that out. One thing I'll disagree with Jason-- if you ever hear this is the idea of not having planning and not having meetings. I believe most meetings are wasted time, but strategic planning, strategic meetings is one of the ways we really help scale and grow property management companies. Game changer. And and that's using our system, DoorGrow OS, and I believe that that's more effective than EOS for those that are into rocket fuel and traction and all that kind of jazz.  [00:06:42] All right. Let's talk about this 400 to 600 door company and your team. So you probably have a good team. You like them. And if not, you might have one or two people you don't like, but you probably like most of your team. You probably, at this point have an operator in the business. You have somebody that's dealing with the operational side of things, because most of you are visionaries and visionary entrepreneurs probably need that in order to make it to this level. You probably have some systems and mechanisms in place. It's most likely that you do, you have probably some sort of maintenance process and system in place. You have a system for communication with clients that's working out really well. You have a task management system internally for the business, maybe Asana or Monday or some sort of tool that hands out tasks. We use Basecamp at DoorGrow for the little one-off tasks. And then we use Process Street for processes.  [00:07:38] So you may have something like AppFolio plus, which I heard good things about or Process Street or LeadSimple has a tool in their sales CRM for processes, checklists, that sort of thing. So you're going to have something for repeating processes that's connected to checking things off. Like it's a checklist, not just like an owner's manual that sits in the glove box of a car and no one looks at like standard operating procedures on a Google drive that nobody ever looks at. It's not going to be like that. Right. So you have some sort of process documentation checklist system as well. So that means you have a tactical task management system, you have a process system for repeatable processes, and you have some sort of communication system going with clients as well as probably several other systems. [00:08:23] So you've focused on building some systems out. Now at this stage, there's a lot of optimization. You need to optimize and figure out how to do that. And so you need to figure out what you need to do next. So you need to figure out what you need to do right now in order to control the future. You need to figure out: "how can I plan and create the future with my team?" So this is where you take your team and you need to shift them into strategic planning and build a strategic system and that would be DoorGrow OS is what I would recommend, of course. So, but you need to build a strategic system where you can get the entire team moving the business forward with you.  [00:09:05] So the 200 to 400 door primary focus is really creating culture. If you don't have really clear strong culture, you probably don't have a really clear, good team and you're not going to get to the 400 to 600 door level. So you probably have a healthier level of culture. If not, this is going to be a focus. You need to develop cohesive culture. It needs to be documented. You need to develop cohesive, strategic planning for the business, and you need to develop an internal communication system for the team that doesn't involve one to everyone communication constantly like Slack or some of these tools where you're communicating one to an entire group, and everyone thinks you need to read everything. It's about building asynchronous communication, so really you need an effective culture, effective hiring system, effective planning system for strategic planning, strategic stuff, not the tactical day-to-day stuff like I just talked about, and you need an internal communication system, which goes along with that planning and a correct cadence of meetings can reduce a lot of communication and interruptions in business. So, this is how to get to the next level.  [00:10:09] So, they have many of the processes defined and operations are running fairly smoothly in the business. Now you need to get all the team members helping you innovate in the business, not just getting stuff done that you tell them, which is transactional. Now you need to transfer and move towards transformational leadership. Transactional is I give you a task. You come back and say, you did it. I pay you a dollar, give you a task and you come back and do it, and that's the transaction. Transformational is I give you an outcome and a deadline, and then I support you in moving it forward, but you get to come up with how to get this done. And this is where you now start to have team members that think for themselves and innovate and move things forward. Instead of you having to micromanage everybody on your team, through processes and checklists. So if you're spending all your time trying to create tasks and trying to tell the team what to do and answer every question, you have a broken business that needs a strategic planning system, and that's going to free you up.  [00:11:11] But in order to do that, you need really good culture, really good team members, and now you can implement a really good planning system and you need a really good operations person or an operator if that stuff isn't fun for you. If you don't love spreadsheets and checklists and process documentation and calendars and all that kind of stuff, you're probably more of a visionary entrepreneur. You're more on the sales and marketing side of the spectrum. And you're going to enjoy that a lot more. So hopefully this is helpful for those of you. If you would like some help, if you're at this level-- I love working property managers at this level. A lot property managers at this level, some of them start to get really painful. And they, if they make it to the next level, they've checked out. I want to make this easy for you, help you implement a strategic planning system in your business. We focus on this in our DoorGrow and Scale Mastermind. It's the "Scale" portion. Really awesome. I'd love to get you on a call with our team so we can figure out if we can help you grow your business and scale faster and get your team in better alignment. [00:12:05] And this alone can cut your staffing costs easily in half, sometimes by a third down to a third, by getting all these things really in healthy alignment and getting you in healthy alignment with your team. You're going to get way more output and that's the greatest expense in a business. So, if that's interesting to you check us out, join our Facebook group. If you're not yet ready to talk to us: doorgrowclub.com. You can go to doorgrowclub.com, join that, and we will love on you and hopefully eventually convince you to get on a call with us. Otherwise, reach out check us out at doorgrow.com and book a call. There's a little link at the top, and we'd love to talk with you and see if we can help you grow and scale your business until next time, everybody, to our mutual growth by everyone. [00:12:47] You just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay per lead content, social direct mail, and they still struggle to grow!  [00:13:14] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. [00:13:35] Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Sons of CPAs Podcast Bonus Drop, #NiksTips+ on Partners Pt 1 Botkeeper is giving away a free year of bookkeeping, up to $20k, enter for a chance to win here! https://www.botkeeper.com/win The Valentines Threesome feat. Nikole Mackenzie, CPA, scott scarano, ea