Employees | How to Build the Dream Team | How to Hire, Inspire, Train & Retain High-Quality Employees from the Franchise Brand Developer of the 500+ Location OXIFresh.com

Audio Transcription

Transcribed with Cockatoo

You need a team to make the dream work. Yes, it requires teamwork to make the dream work. It kind of rhymes, but it’s true. No matter what you’re doing, if you’re installing wood floors, or you’re starting a haircut chain, or you’re starting a carpet cleaning franchise, no matter what business that you’re involved in, It requires teamwork to make the dream work. And it’s very, very hard to lead a team if you don’t have a team. So on today’s show, we’re going to talk about how to find the people that are required to do what you must do to make your business succeed.

So how to hire, inspire, train, and retain great people. Here to talk about it is the franchise brand developer, Matt Klein. Welcome to the Thrived Time Show.

Matt, how are you, sir?

I am doing wonderful.

So Matt, let’s talk about it for a second. Oxifresh . com, there are 500 plus territories all throughout these United States. But you have to, at the end of the day, somebody has to clean the carpet. Somebody has to clean the carpet. Let’s talk about it.

First off, hiring people. Why can’t you ever, ever, ever stop interviewing people? and hiring new people. Yeah, I mean you need someone to go out and do the job for you to make money you need customers for someone to go service them, I mean. um you are basically preparing yourself in case something happens but in case will always happen right like if you run a company long enough somebody will quit somebody will move somebody’s life will change someone will ask for things that the business doesn’t require and they’ll have to change jobs because of whatever reason right a lot of bad hires that come and just leave for no reason right so all you’re doing is setting yourself up to be able to replace people that leave for whatever reason. It doesn’t matter in a quick manner where it doesn’t really kind of hurt and harm your company in those intermediate times.

You know, if you, if you have no one to hire, if someone goes down, you have to restart the process every time you’re talking about weeks. If you do that a lot, like I’m, you know, an OxyPress, you don’t have a, you’re not hiring a ton of people a lot, but for any business that has a lot of people, right? Like you are putting yourself, you’re talking about weeks and maybe months worth of, of, non -productive holes in your business where you don’t have someone do it, you’re just hiring. Now, Matt, I got to ask you this again. I mean, OxyPress has 500 plus locations or territories. Very, very few franchises have 100 locations.

Very few of them have 200 locations. Almost nobody has 300. Very, very few franchises have 400 locations. And 500 is almost one of the rarest things ever. I mean, it’s very rare to see a franchise with 500 locations. It’s almost like seeing an albino dodo bird or something, Matt.

I mean, it’s tough. It’s tough.

It’s tough.

Matt, why is it so difficult, or why is it so rare, I guess, that you see franchises with 500 locations? Oh, I think it’s because when franchises start, it’s typically because the people that started have a really good idea, and it worked in a single location, and they’re the ones running the company, right? Like the business model works for the people that started the company. The problem is, is they think that they can keep doing that with other people. What they don’t do is they don’t build the infrastructure in that franchise to take over for what the owners originally did. So for instance, if the owner was really good at doing sales, for instance, Right?

And I go, anybody can do this. We just go out and we give you the platform and the template and you just go do sales all day long. You just bring business in. Well, if the first franchise isn’t a salesperson, but the entire model depends on someone’s salesmanship, then it’s not replicable, right? There’s no automation there. It takes a person to do everything.

And so part of the reason franchisees, franchise companies don’t scale to the place they’re like we are, is because they didn’t build the infrastructure as they went. They didn’t try to figure out how to automate things to take it off people’s plates, right? The more things you have a human being like involved in the more probability that it won’t work right in big numbers like there’s going to be there’s going to be gaps so that’s why is that the scales are not good enough maybe the the skill set of the franchise has to be such at a high level to where it’s not replicatable um you know there could be fads like there’s a lot of if you notice over the last 20 years there’s been a lot of um here today gone tomorrow um places like yogurt shops and fad type franchise companies so some of that can be completely determined by industry Now again, folks, we’re talking about how to hire, inspire, train and retain people, rapid fire. How to hire, we talked about it. Inspire. Matt, why can’t you just hire people and then just assume they’re going to do their job?

Why do you have to have a daily huddle if you want to keep your team inspired?

Why do you have to have a weekly meeting or a daily huddle, some sort of cadence where you’re actually touching base with the real humans that work for you?

Why can’t you just hire people and assume they’re just going to perpetually do a good job with little to no encouragement? Well, very technically, you can do that clay, the results are going to be pretty bad, right? It’s because think about hiring someone, you know, like most of the time, they’re not going to be good at what they’re doing first day, or first week, or first month. So if you leave them to their own devices, they’ll figure out a way to do whatever service that you’re trying to have them do their own way. Like you need to be able to understand who they are, You need to understand how they tick. You need to understand what their demeanor is, what keeps them happy, what makes them upset.

You need to be understanding what they’re not good at so that you as the owner of that company can build their skill set so they don’t have those holes in there. You need to also be able to understand, especially if you have a team, you need to identify who is doing what the best and get everyone up to that level. If everyone is mediocre, then you need to either rehire or hire someone else that knows how to hire. right you need to understand where you’re at now where you want to be and how do you actually get there and if you’re not checking your numbers and you’re not communicating with your employees and you’re not giving them goals to attain on a daily weekly or monthly basis they’re not going to do anything a bit above and beyond they’re just going to go do the job customers aren’t going to be as happy as they would customers are going to get the things that they may need don’t even know it right in our case like If you go to a customer’s house and they have four dogs and it smells like pee and you just clean the carpets and you leave and the carpets are looking good, but it still smells like pee, is that customer gonna be excited? Probably not, right? Like it’s the goal of the franchise to provide an environment that’s better when we leave.

And that has everything to do with understanding and hiring people, setting expectations, following through, right? Being the professional at the job is important. So I think don’t go into business if you’re not willing to take that on as a task, just like you would as a couch receivable. No, you can’t. You can’t just give your people a video catalog. No, you can’t.

There are people, though, Matt, called, most people, they want to give their employees a handbook. They want to give their employees a video catalog. They want to give their employees an AI companion assistant that will help them. But it turns out, Matt, when you hire somebody and you inspire them, you’re going to have to invest time to train your people.

Matt, why do you have to train people, even if you have a great system like Oxifresh?

Yeah. I mean, what is the ultimate goal of a business, right? It’s to make money. Well, how do you make money? You provide a service that you promise that you’re gonna provide. Well, anybody that’s ever worked on a team of more than three people will realize that not everyone is the same.

Some people just innately do better than others. Some people are lazy. Some people just don’t care, right? Like if you aren’t training your employees and they’re not meeting the standard of what you think is the best, then your company is going to fail. 100 percent. You’d be the best salesperson in the world, but if your employees that go to the job aren’t trained, that person is not going to come back.

You’re not going to get referrals. Your integrity and how your consumers see you is going to be on a negative decline. Even if you are willing to pay for ads and you’re willing to do all the things necessary on marketing, your customer is going to get to the front door and realize that you’re not a good company because they have other companies that are willing to have trained employees. It would be suicidal to not train your employees. I’m going to pull up this real quick because this is a statistic that blows my mind. Matt, whenever I talk to somebody with a small business, they’re always like, I can’t believe my employees would do this.

I say, listen, listen, OK, Forbes magazine, it’s not a right wing publication. It’s not a left wing publication. In my opinion, it’s more of a middle publication when it’s a business publication. OK, Forbes reports that 75, 75 % of employees are stealing from the workplace. That’s Forbes. Magazine.

75%.

Inc. Magazine reports that 85 % of employees are lying on resumes. So 85 % of employees are lying on resumes, according to Inc. Magazine. 75 % of employees are stealing from the workplace. I don’t find this to be shocking.

For some reason, small business owners often do find this to be shocking. I don’t find it to be shocking at all. I do not find it to be shocking. See what I do, folks? I never stop hiring. Because I’m not going to settle for a team of pirates that are stealing and lying on their resumes.

I want high -quality people to provide great services for my high -quality customers. Matt, you’ve got to hire, you’ve got to inspire, you’ve got to train. And once you find those good people, Matt, those great people, those people that aren’t stealing from the workplace, you want to retain those people. Hire, inspire, train, retain. Matt, talk about why you’ve got to encourage the good people and try to retain those hard -working individuals. yeah, it’s a huge waste of money if you don’t, right?

You go through all the process of hiring someone and then you train them and then you don’t work on making sure that their environment is good enough to keep them. Then again, you’re wasting time. You’re going back to the well, you’re hiring new people, you’re wasting all that time and money. You’re actually probably pushing your customers out, making the environment not good for success. It’s just a simple thing, right? Like the more, the more a person can do, the better they’re going to get at it, the better they’re going to be at it.

So if you have to, retrain and rehire at that level constantly, your company is going to suffer on all levels. Money, efficiency, customer satisfaction, complaints, like your company will be going in the negative direction.

You cannot survive like that.

It’s too expensive to rehire all the time.

So Matt, I’m going to pull up the website.

It’s oxyfresh .

com. This is a new year, you know, so a lot of times people in the new year, they get excited about new goals, new vision, new plan, new career. Matt, take us here in the final 90 seconds we have you, tell us about the opportunity that Oxifresh .com com provides for people out there that are maybe looking for a new opportunity. Yeah, I think we provide an extremely flexible uh franchise where you can run it full -time semi -absentee there’s some folks that just have the time to run a full business they should there’s some folks that know they don’t want to be where they are right now in a year from now so they need to make a change but it’s too risky to quit their job because maybe they have family and insurance that they have to take care of so we offer a variety of ownership styles we are essentially providing the most efficient most effective cleaning system in our industry across the country whether that’s carpet cleaning upholstery cleaning tile and grout cleaning harder floor cleaning and as of recently dryer vent cleaning We are the brand standard.

We are the gold standard of this industry. We need hardworking people that want to be successful, that want to put the work and time in. We’ll provide all the automation, all the infrastructure, all the marketing support. We provide all the cleaning system tools.

You just have to be able to be willing to be successful.

Try. Get out of bed. Want to be successful. Have a little bit of competitiveness. If you want to be a little bit different in a year or two from now, Well, you got to do something different. I don’t know what that something is, but I know that we’re a really good option for it because we have so many franchises.

I’m a perfect example. I have a full -time job and I’ve been running my franchise for the last decade.

It’s become extremely valuable to me and my family.

Now, is it for everyone? No, but it costs zero dollars to figure that answer out. And again, folks, that’s Oxifresh . com, O -X -I -Fresh . com. Matt Kline’s been an essential member of the team, franchise brand developer.

He owns his own locations. He also onboards new locations with the Oxifresh team.

I encourage you to check it out.

It’s Oxifresh .

com. Matt Kline, you’re looking like you smell tremendous, and we’ll talk to you next week. You’re the man. Bye -bye.

In 2014, a crack commando unit was sent to prison by a military court for a crime they didn’t commit. These men promptly escaped from a maximum security stockade to the Tulsa, OK. underground. Today, still wanted by the government, they survive as soldiers of fortune. If you have a problem, if no one else can help, and if you can find them, maybe you can hire the B Team. You know, no matter what you’re doing, if you’re installing wood floors or you’re starting a haircut chain, or you’re starting a carpet cleaning franchise, no matter what business that you’re involved in, it requires teamwork to make the dream work.

And it’s very, very hard to lead a team if you don’t have a team. So on today’s show, we’re going to talk about how to find the people that are required to do what you must do to make your business succeed.

So how to hire, inspire,

train, and retain great people.

Here to talk about it is the franchise brand developer, Matt Kline. Welcome on to The Thrive Time Show. Matt, how are you, sir? I am doing wonderful. So Matt, let’s talk about it for a second. Oxifresh .

com, there are 500 plus territories all throughout these United States. But you have to, at the end of the day, somebody has to clean the carpet. Somebody has to clean the carpet. Let’s talk about it. First off, hiring people. Why can’t you ever, ever, ever stop interviewing, recruiting, and hiring new people?

Yeah, I mean, if you need someone to go out and do the job for you to make money and you need customers for someone to go service them, I mean, um you are basically preparing yourself in case something happens but in case will always happen right like if you run a company long enough somebody will quit somebody will move somebody’s life will change someone will ask for things that the business doesn’t require and they’ll have to change jobs because of whatever reason right a lot of bad hires that come and just leave for no reason right so all you’re doing is setting yourself up to be able to replace people that leave for whatever reason. It doesn’t matter in a quick manner where it doesn’t really kind of hurt and harm your company in those intermediate times. You know, if you have no one to hire, if someone goes down, you have to restart the process every time you’re talking about weeks. If you do that a lot, like I’m, you know, an OxyPress, you don’t have a, you’re not hiring a ton of people a lot, but for any business that has a lot of people, right? Like you are putting yourself, you’re talking about weeks and maybe months worth of, of, nonproductive holes in your business, where you don’t have someone do it, you’re just hiring. Now, Matt, I gotta ask you this again, I mean, OxyPress has 500 plus locations or territories, very, very few franchises have 100 locations, very few of them have 200 locations, almost nobody has 300.

Very, very few franchises have 400 locations and 500 is almost one of the rarest things ever.

I mean, it’s very rare to see a franchise with 500 locations.

It’s almost like seeing an albino dodo bird or something, Matt. I mean, it’s tough. It’s tough. Matt, why is it so difficult or why is it so rare, I guess, that you see franchises with 500 locations? Oh, I think it’s because When franchises start, it’s typically because the people that started have a really good idea and it worked in a single location and they’re the ones running the company, right? Like the business model works for the people that started the company.

The problem is, is they think that they can keep doing that with other people. What they don’t do is they don’t build the infrastructure in that franchise to take over for what the owners originally did. So for instance, if the owner was really good at doing sales, for instance, Right? And I go, anybody can do this. We just go out and we give you the platform and the template and you just go do sales all day long. You just bring business in it.

Well, if the first franchise isn’t a salesperson, but the entire model depends on someone’s salesmanship, then it’s not replicable, right? There’s no automation there. It takes a person to do everything. And so part of the reason franchisees, franchise companies don’t scale to the place they’re like we are, is because they didn’t build the infrastructure as they went. They didn’t try to figure out how to automate things to take it off people’s plates, right? The more things you have a human being like involved in, the more probability that it won’t work, right?

In big numbers, like there’s gonna be gaps.

So that’s why, is that the scales are not good enough. Maybe the skill set of the franchise has to be such at a high level to where it’s not replicatable. You know, there could be fads, like there’s a lot of, if you noticed over the last 20 years, there’s been a lot of here today, gone tomorrow, places like yogurt shops and fad type franchise companies. So some of that can be completely determined by industry. Now again, folks, we’re talking about how to hire. inspire, train and retain people, rapid fire.

How to hire, we talked about it.

Inspire.

Matt, why can’t you just hire people and then just assume they’re going to do their job? Why do you have to have a daily huddle if you want to keep your team inspired? Why do you have to have a weekly meeting or a daily huddle, some sort of cadence where you’re actually touching base with the real humans that work for you? Why can’t you just hire people and assume they’re just going to perpetually do a good job with little to no encouragement? Well, very technically, you can do that, Clay. The results are going to be pretty bad, right?

It’s because think about hiring someone, you know, like most of the time, they’re not going to be good at what they’re doing first day or first week or first month. So if you leave them to their own devices, they’ll figure out a way to do whatever service that you’re trying to have them do their own way. Like, you need to be able to understand who they are. You need to understand how they tick. You need to understand what their demeanor is. What keeps them happy?

What makes them upset? You need to be understanding what they’re not good at so that you as the owner of that company can build their skill set so they don’t have those holes in there. You need to also be able to understand, especially if you have a team, you need to identify who is doing what the best and get everyone up to that level. If everyone is mediocre, then you need to either rehire or hire someone else that knows how to hire. You need to understand where you’re at now, where you want to be, and how do you actually get there. If you’re not checking your numbers, and you’re not communicating with your employees, and you’re not giving them goals to attain on a daily, weekly, or monthly basis, they’re not going to do anything above and beyond.

They’re just going to go do the job. Customers aren’t going to be as happy as they would. Customers aren’t going to get the things that they may need and don’t even know it. In our case, If you go to a customer’s house and they have four dogs and it smells like pee and you just clean the carpets and you leave and the carpets are looking good but it still smells like pee, is that customer going to be excited? Probably not, right? Like it’s the goal of the franchise to provide an environment that’s better when we leave.

And that has everything to do with understanding and hiring people, setting expectations, following through, right?

Being the professional at the job is important.

So I think don’t go into business if you’re not willing to take that on as a task, just like you would as accounts receivable. Hire, inspire, train, and retain. Matt, you can’t just give people a handbook. Uh -uh. No, you can’t. You can’t just give your people a video catalog.

No, you can’t. There are people, though, Matt, called most people, they want to give their employees a handbook. They want to give their employees a video catalog. They want to give their employees an AI companion assistant that will help them. But it turns out, Matt, when you hire somebody and you inspire them, you’re going to have to invest time to train your people. Matt, why do you have to train people, even if you have a great system like OxyFresh?

I mean, what is the ultimate goal of a business? It’s to make money. Well, how do you make money? You provide a service that you promise that you’re going to provide. Well, anybody that’s ever worked on a team of more than three people will realize that not everyone is the same. Some people just innately do better than others.

Some people are lazy. Some people just don’t care. If you aren’t training your employees and they’re not meeting the standard of what you think is the best, then your company is going to fail. 100 percent.

You’d be the best salesperson in the world, but if your employees that go to the job aren’t trained, that person is not going to come back.

You’re not going to get referrals. Your integrity and how your consumers see you is going to be on a negative decline. So even if you are willing to pay for ads and you’re willing to do all the things necessary on marketing, your customer is going to get to the front door and realize that you’re not a good company because they have other companies that are willing to have trained employees. It would be suicidal to not train your employees. That was cool. It’s not a left -wing publication, in my opinion.

It’s more of a middle publication when it’s a business publication.

Forbes reports that 75 % of employees are stealing from the workplace. That’s Forbes Magazine. 75%. Inc. Magazine reports that 85 % of employees are lying on resumes. So 85 % of employees are lying on resumes, according to Inc.

Magazine. 75 % of employees are stealing from the workplace. I don’t find this to be shocking. For some reason, small business owners often do find this to be shocking. I don’t find it to be shocking at all. I do not find it to be shocking.

See what I do, folks? I never stop hiring. because I’m not going to settle for a team of pirates that are stealing and lying on their resumes. I want high quality people to provide great services for my high quality customers. Matt, you got to hire, you got to inspire, got to train. And once you find those good people, Matt, those great people, those people that aren’t stealing from the workplace, you want to retain those people.

Hire, inspire, train, retain. Matt, talk about why you got to encourage the good people and try to retain those hardworking individuals. yeah, it’s a huge waste of money if you don’t, right? You go through all the process of hiring someone and then you train them and then you don’t work on making sure that their environment is good enough to keep them. Then again, you’re wasting time. You’re going back to the well, you’re hiring new people, you’re wasting all that time and money.

You’re actually probably pushing your customers out, making the environment not good for success. It’s just a simple thing, right?

Like the more a person can do, the better they’re going to get at it, the better they’re going to be at it.

So if you have to, retrain and rehire at that level.

constantly, your company is going to suffer on all levels, money, efficiency, customer satisfaction, complaints, like your company will be going in the negative direction.

You cannot survive like that.

It’s too expensive to rehire all the time. So Matt, I’m going to pull up the website. It’s oxyfresh . com. This is a new year. So a lot of times people in the new year, they get excited about new goals, new vision, new plan, new career.

Matt, tell us here in the final 90 seconds we have you, tell us about the opportunity that oxyfresh . com provides for people out there that are maybe looking for a new opportunity. Yeah, I think we provide an extremely flexible franchise where you can run it full -time, semi -absentee. There’s some folks that just have the time to run a full business, they should. There’s some folks that know they don’t want to be where they are right now and a year from now, so they need to make a change, but it’s too risky to quit their job because maybe they have family and insurance that they have to take care of. So we offer a variety of ownership styles.

We are essentially providing the most efficient, most effective cleaning system in our industry across the country, whether that’s carpet cleaning, upholstery cleaning, tile and grout cleaning, hardwood floor cleaning, and as of recently, dryer vent cleaning. We are the brand standard. We are the gold standard of this industry. We need hardworking people that want to be successful, that want to put the work and time in. We’ll provide all the automation, all the infrastructure, all the marketing support. We provide all the cleaning system tools.

You just have to be able to be willing to be successful, like try to get out of bed, right? Want to be successful, have a little bit of competitiveness, right? If you want to be a little bit different in a year or two from now, well, you got to do something different. I don’t know what that something is, but I know that we’re a really good option for it because we have so many franchises. I’m a perfect example. I have a full -time job and I’ve been running my franchise for the last decade.

It’s become extremely valuable to me and my family. Now, is it for everyone? No, but it costs $0 to figure that answer out. And again, folks, that’s Oxifresh . com, OXIFresh . com.

Matt Klein’s been an essential member of the team, franchise brand developer. He owns his own locations.

He also onboards new locations with the Oxifresh team. I encourage you to check it out. It’s Oxifresh . com.

Matt Klein, you’re looking like you smell tremendous, and we’ll talk to you next week.

You’re the man. Bye -bye. You let these pinheads get in your way, you’re in trouble. Octononverba is the motto of the U . S. Merchant Marine Academy at Kingspoint, New York.

I had appointments with Naval Academy and Kingspoint Merchant Marine Academy. And Merchant Marine Academy’s motto was Octononverba. In other words, don’t listen to what a person says. Watch what they do. Clay, my honor, my honor to be on your show.

And thank you for all you do. I hear. The ripple effects from you are good ripple effects. You know what I mean? People rave about what they learn from you. So congratulations.

My name is Kevin Thomas and the name of our company is MultiClean. We are a commercial janitorial service and we serve the entire state of Oklahoma and Kansas and soon to be Arkansas. We have probably grown probably five times. Uh, we’ve added, we’ve, I think when we first started with you, we had 60 to 65 employees, and now we have a little over 300 employees. Before we got involved with Thrive Time, we didn’t really have any systems or processes in place. I’ve probably been to, oh, in six, seven years, I’ve probably been to 12 to 13 business conferences.

And amazingly, each time I go, I learn something new. and I’m so excited to bring it back and show the team about marketing and how to help you guys implement the SEO. And the coaching is just great because there’s accountability. And it’s just a fantastic way to grow your company. Having a relationship with Thrivetimes, it’s just been amazing for multiclaim.

Oh my goodness, it frees me up because then I don’t have to get take a class on search engine optimization or learn marketing or shoot video. That’s not what we do. What we do is commercial janitorial service. And you guys were the experts on marketing and you teach me and hold my hand and show me how to do it right. And therefore now my company is much, much larger. Folks, on today’s show, we’re joined by a real client.

He may look like a male model. He may look like a hologram, but he’s a real person.

He’s a longtime client. He’s a man that we consider to be a friend of The Thrive Time Show and a friend of mine.

Ladies and gentlemen, please welcome to the show, Kevin.

Welcome onto The Thrive Time Show. How are you, sir?

Clay, I’m doing great.

Had a great Christmas holiday, and I’m glad to be here.

OK, so first question, can you tell us what is your name, first and last name, and what’s the name of your company, sir? My name is Kevin Thomas and the name of our company is MultiClean.

We are a commercial janitorial service and we serve the entire state of Oklahoma and Kansas and soon to be Arkansas. And how long have we worked with you approximately at this point, sir? It’s been about six, seven years. Clay Clark is here somewhere. Where’s my buddy Clay?

Clay’s the greatest.

I met his goats today.

I met his dogs. I met his chicken.

I saw his compound. He’s like the greatest guy. I ran from his goats, his chickens, his dogs. So this guy’s like the greatest marketer you’ve ever seen, right? His entire life, Clay Clark, his entire life is marketing. 4 ,000 % from February to February.

Now, I can better that. OK, Clay, I don’t think you know this. I don’t think you know this. I’m pinching myself. And if I cry, forgive me.

And the last two and a half days we have bettered our entire month of February and the last two and a half days.

So and the phone’s blowing up. Everything’s just blowing up. You’re right. It is like a rocket ship. So we’re pinching ourselves. Actually I learned at the Academy King’s Point in New York.

Octa nonverba. Watch what a person does. Not what they say. But I recognized at the age of 15, I’m going, you know what? I am not going to live that way. And so I started a company out of my parents’ basement called DJConnection .

com, and I decided I am going to have success. And so I reached out to millionaires and people that I kind of knew through church and friendships and people that, parents of my friends, and I said, what book would you recommend that I read? I’m a 15 -year -old asking this question. True story. And I kept being told, you got to read. Hello, hello, hello.

Robert Kiyosaki, Rich Dad Radio Show. It’s an exciting time. Also I think a treacherous time, a spooky time also. But it’s always, you know, danger is a good time. Today my guest is Clay Clark and I went out with Tom Wheelwright to visit Clay with Eric Trump also. And the reason I wanna talk to Clay this morning is a very important subject called study.

And the reason I say that is things are changing so fast and many people are completely missing the show. You know, things are changing at rapid, rapid, rapid speed. Technology is changing. So I went to Tulsa, well, again, with Tom Wheelwright and Eric Trump. And the thing I was so impressed about Clay is this word called study.

I don’t know. You guys must must be in your water or something, Clay. But boy, I was so, so impressed how big you guys are. But what really impressed me was you have this huge congregation. They’re all about guys your age. They’re on fire.

And you start your classes at five in the morning. Now, let me talk to you about study here. We show our books here. This is how I study. You know, this is the creature from Jekyll Island. It’s on the Fed.

And Clay’s doing the same thing. We study. So I go out to Clay’s place in Tulsa, Oklahoma. He’s built this huge compound out there. And you guys start at 5 o ‘clock in the morning. That’s not by Zoom.

They drive there. They show up 5 o ‘clock, bright -haired, bushy -tailed, and all this. And they’re on fire. Your group is on fire. So that’s what was on. Clay, this technology, you tell your group, I was so, so impressed.

Because like I said, studies became a bad word. I got into fights in my own company because our staff didn’t want to study anymore. And I just, I don’t know how they can not do that. So Clay, anyway, welcome to the Rich Dad Radio Show. That’s what I want to talk to you about is how do you do it?

Five o ‘clock in the morning, you have hundreds of people showing up in your huge, huge, huge auditorium on your property to study.

Anyway, welcome to the show, Clay.

And what turns you on so much?

That’s what I want to know. Give us a little about your background. My name is Karime Schofield, and the name of our company is Whistle While You Clean.

I am Sophia Schofield. We live in Cincinnati, Ohio, and we service the tri -state, so Kentucky, Ohio, Indiana. We were getting a phone call, and we were like, why is someone calling our business line? That’s unusual. And we picked it up, and it was a lead. I mean, it’s been incredible, Clay.

We’ve gone from zero to 100 % growth. We’re a full functioning company. It’s great. We’re blown away at how well we’re doing. So working with you guys, you guys have really taught us a lot about generating leads and pursuing our dream 100. So we have a list of customers that we want to market to.

And so we’ve been making phone calls. We’ve been showing up in person. We’re trying to get near the businesses that they would visit if they were visiting like a hair salon or something. And then we start calling them and we just start pursuing them. And then the other thing that we do is when we do do cleans, we take a lot of video testimonials and we post those to our website so other customers can see. And then we also upload a lot of images of the things that we do.

And so We’re also asking our clients for Google reviews after we’ve cleaned their houses. And so it’s this constant cycle of doing those things over and over and over again. I would say if you’re on the fence, go to one of Clay’s conferences. They are hilarious. They’re fun. They’re educational.

They’re so good that even my teenagers like them. And I would say don’t let fear hold you back. If you want to start a business, do the obvious things. hire someone who knows how to run businesses. If I wanted to get in shape, I’d hire a gym person, you know, a personal trainer. This is like the personal training for business.

It has been absolutely amazing. I mean, our coach is encouraging. When he first met with us, he said, Do we want him to be like a drill sergeant with us? You know, what level of intensity do we want him to give us? And I will say he is incredibly, incredibly encouraging all the time. And he just hits the same mark with us every single time.

It’s very repetitive. But I feel like I think we both really learn a lot every time we sit down and have a conversation with him over the phone. it’s it’s he keeps pushing us to go further and he can recognize when we’re afraid to do something and he’ll give us a little bit of grace but that next week he’s drilling us again like pushing us to go harder. Our no -brainer offer is we are offering your first clean for a dollar.

And that sounds absolutely insane.

It even sounded insane when I was talking over it with our business coach.

And I will tell you that that has generated some of our hugest clients. I mean, that has been like a game changer because it opened up the door to more clients, more recommendations, more leads. And we were surprised how far that dollar clean got us.

How important has it been for you to work out that scripting?

Even though you offer a dollar for the first clean, how important has it been for you to nail that down?

It’s been really important because it kind of, uh, it hones in so that you’re not just all over the place when you’re trying to explain what it is that you do.

And a lot of times it’s like, you’re a good person offering a good product and you have integrity and you want to communicate that.

But when you go to communicate without a script or without practice, it’s just like a mess coming out of your mouth as opposed to having this, you know, honed in practice where you know what you’re going to say, you know how you’re going to say it, and you can almost expect better results when you do it that way.

Had you ever been an entrepreneur before starting this particular business? No, never. Did you ever think about wanting to own your own business someday or what was the first time you thought, you know, maybe I would like to open my own business?

Absolutely. I’ve probably been dreaming about it for about 10 years.

Okay. And let me go to your daughter here. Uh, had you ever thought about wanting to team up and open your own business or was that something that you were maybe excited about or not, not so much? Well, for me, my parents would always listen to your podcast and business podcast. And as I started listening to them, I started realizing that I wanted to own a business. It’s www .

WhistleWhileYouClean . com. Honestly, the hardest thing was getting over the fear. It was the fear of the unknown. It was, there was like a cloud of doubt that, you know, you can’t do this. You’re going to fail.

There was a few sleepless nights there when we did pull the trigger and join your team and start the coaching process. Even my husband put a little bit of pressure on me from time to time because, um, It was just absolutely scary to take that jump and actually start a business.

Transcribed with Cockatoo