Hiring and Training Solutions for the Modern Florist

Episode 084: Hiring right now is super challenging. Vonda and Lori share solid suggestion for finding and hiring the right person for your business and solutions for training them to be highly successful.

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Transcript

SPEAKER_00 0:04

And this is the perfect time of the year to get a new employee and get him up to speed before the busy time is fall. Welcome to the Business and Pleasure of Flowers. We're your hosts, Vonda LaFever and Lori Wilson.

SPEAKER_02 0:22

And we believe that business and fun are a perfect combination. Kind of like us, Vonda.

SPEAKER_00 0:33

Good morning, Lori. Good morning, Miss Vonda. How are you? I am great. It's so nice to be sitting here sharing coffee with you again. I know it's been a while.

SPEAKER_02 0:44

I was on vacation.

SPEAKER_00 0:47

I know. Good for you.

SPEAKER_02 0:49

Yes, it was very, very fun. I climbed mountains and I didn't have a heart attack. So it's a good thing to celebrate. I went to Colorado with my friend, my childhood friend, and we we had separate Airbnbs, our family, so we had more fun. We rode bikes like we did back in kindergarten. We rode bikes everywhere. We just had a blast.

SPEAKER_00 1:13

I don't know if any of the rest of the families had fun, but we had fun. I'm sure everyone had fun. I mean, that is so good. It just feels so good to get away, doesn't it? Yeah. Just unplug. Just gonna unplug.

SPEAKER_02 1:25

Yeah. And you know, we talk about that so much on this podcast, and I say it so much with our members, but rarely, if we're being honest, do you and I practice it? And so right before my flight left, I went into my phone and I turned off every notification, even social media note, every notification, except United Airlines, because I did need that one if my friend was coming to later. That's the only one I love. But it was really nice. It was really nice. And you knew you just texted me if I if you exactly if there was something. Yeah. So um, I highly, highly recommend that. Uh, it it does take away a lot of the anxiety, and that's what I realize when I get those notifications. That's where that guilt comes in. If you're on a bike and you get a note email and you're like, oh, I really should answer that. No, it's okay. You're allowed to be gone for five days, five business days.

SPEAKER_00 2:26

So anyway, well, it's interesting because I've been sending out emails this week for prep school launch. There's been a lot going on, and I keep getting these auto responses that says I'm not on vacation until August 2nd. I'm on vacation until August 9th. And I'm like, Yes, good for you. Good for you.

SPEAKER_02 2:45

Yes, I totally agree. I will tell you that I had a away message on my email when I came back. I had flower club members that had emailed me and then replied, Good for you, have fun. Like no one said, No, I can't believe you left. The world might end if you're gone. Like that never happened.

SPEAKER_00 3:03

That's right, exactly. And that's what everybody listening has to realize. You know, just walk away, even if it's a long weekend, it's just so refreshing just to do it.

SPEAKER_02 3:13

Yeah. So it was good. I highly, I highly recommend it. I highly recommend Colorado. It was it was super hot, which is a little disappointing, but it wasn't humid. So huge difference between Texas and Florida, where you are, and and there. The heat, but in the shade, it was quite pleasant. You could tell the locals were like, ah, it's too hot. I'm like, oh, I'm good in the shade.

SPEAKER_00 3:37

That's good. Well, we have a pretty important subject we wanted to talk about today because it's like all the buzz, and everybody has the same challenge right now, right? Yeah.

SPEAKER_02 3:51

So if our listeners happen to listen to the podcast where we interviewed um the ladies from SAF, you know, I asked them the question. I said, What the question I get the most is I need employees, I need designers, I need salespeople, I need delivery drivers. Like, where do I find people? And they both agreed. They're like, yeah, us two. So we did a webinar last week on this, and we thought, you know what, let's take some of that content and do maybe even a deeper dive or just a conversation between you and I when we're not worried about presenting and talk through how do you hire the right person and how do you define the role of what you need in your shop? Because those are really two of the biggest struggles when looking for somebody. They don't know how, like, where do I look? I've looked everywhere. And when you're when you're in that feeling of already overwhelmed because you're working too much and you're understaffed, you do feel like you've exhausted every resource.

SPEAKER_01 4:55

But maybe you haven't.

SPEAKER_00 4:56

So that's hopefully what we're gonna be able to do today is give you some more ideas. The feeling you get so many times from the people you're talking to is like, I just need a warm body, I need somebody in the shop, I need somebody to, you know, just help me, but they really don't know what type of help they need. And so, like you're saying, actually defining that is so important so that you know you're not just grasping at straws, going, oh, okay, just give me somebody. Right.

SPEAKER_02 5:23

Well, and it's interesting because we are the pot calling the kettle, right? Like flower click, we have grown so much so quickly. And we we have a couple of directors that are like, Oh, we need help, we need to hire someone. You're like, okay, but but who and to do what? Like, because part of it is like I don't have time to teach them what I need that person to do, so you just keep putting it off, putting it off, putting it off, and it doesn't help anything.

SPEAKER_00 5:57

No, it doesn't, it makes it worse, actually. So we're we're trying to steer those other directors, aren't we, Lori?

SPEAKER_02 6:04

Yes, we are.

SPEAKER_00 6:05

We're trying because we're trying to absorb all the knowledge we're getting, going, hey, wait, this is how you do it.

SPEAKER_02 6:13

You don't do it in a in a state of desperation because probably you're gonna they're gonna fail, you're gonna fail them, they're gonna fail you, and then you're gonna be much more gun shy to try to do it again. Exactly.

SPEAKER_00 6:29

So hiring the right person is really what we're talking about, and to be able to know, you have to know what role you're looking for. You know, what kind of help are you looking for in the shop?

SPEAKER_02 6:40

Right. I know we've talked about it on here before, and I give all the credit to WizBang, which I went to one of their seminars, and he, Bob, I think is his name, he talks about define the roles, then look for the souls. I love that. It makes sense. Before you start looking, you got to figure out what is it you need, and then once you clarify exactly what it is, all of the tasks you need one person to fulfill in one role, then the first thing you're gonna do is look around, right? You're gonna look around at your employees that you have right now, and I know some of you are sitting there going, well, I only have one, and no, okay, well, that's easy. That's easy. But sometimes you might have three or four, and you might have one that is just waiting to be asked to do something more. You know, a lot of times us extroverts that always are the first to raise our hand, always to give advice, always to talk. I'm talking about myself, do it so much. There's another person over here going, Wow, I wish I either wish I was as bold as she was to do it, or I wish somebody would ask me. And and so be really mindful of that. Maybe you know, you were saying in our webinar, observe, observe your people that you have right now, kind of see what they're good at, have some one-on-ones with them. You have to have some one-on-ones. You gotta have one-on-ones and say, first thing, what do you love about your job? And even say, here's what I see that you do really well, and then even ask them like, do you do that really well? Do you have any other friends that you think would like to work here part-time with these skills? Because chances are if it's a really great, route, well-rounded person that seems really grounded, they very likely have like-minded friends.

SPEAKER_00 8:46

That's a really good point. And sometimes we don't look there, right? We're just like look beyond that. When you were talking about the roles and everything, there's a book that is really good for business owners. It's called Traction, and it talks about putting the right person in the right seat. And that's really what you're alluding to there is those people that you have on staff, maybe it's one, but maybe it's five. Right. They're doing something, but they might rather do something else. And and you observing and looking at them really will help you determine whether there's something else that they could be doing that would help the shop even more.

SPEAKER_02 9:23

Right, right. So that's one of the first things you're gonna do is clarify that role. And if you don't really know exactly what that role looks like, start asking your employees, what do you see that needs to be done around here? You could give off, give away something in the job, what would it be? And start making that list. You might find that you need two people, right? Or you might find, hey, these actually, these all of these skills, once you put them together, kind of complement each other.

SPEAKER_00 9:56

I feel like one person could do this. So it's really knowing, then once you go, okay, that's the person. Now then what are the skills associated with that position that you're looking for? Let's back up a minute and talk about how we would find that person, Lori, once we kind of know, okay, we know that we want somebody who's gonna come in the shop, they're gonna help with customers, they need to answer the phone, they have to clean the cooler doors, they need to vacuum the floor. You know, these are the things that we aren't having time to do. So, where am I gonna find that person?

SPEAKER_02 10:31

Like I said, the first thing I would check with your employees that you feel like are really good employees. I would have some conversations with them, see, hey, do you know somebody? You might be surprised. Maybe it's never even entered their mind until then. They're going, oh, you know what? I do. My aunt is really good at flower, she does it on the side, but anyway, you just never know. Right. Um, so that word of mouth and talk straight to your employees. That's one thing. These are the ways that shots that I've spoken with, mostly flower click members, say they have found employees. Number two, social media. I know that's a 50-50. You get a lot of weird people have been successful. But my suggestion is you make sure you're doing it on your business page, keep it short and sweet, right? Keep it short. Um, when you're hiring, we'd love to meet you. PM me for more details. I wouldn't put a ton of details there because you I don't think you want that conversation in public. I think you want it um online. I think you want to take it into private message and then share emails or texts and then get that conversation because you want to speak with them, even if it's over the phone, because you can figure out a lot about a person just by their tone of voice, right? Right. Oh, for sure. The the conversation style they have. So that would be my first thing. Social media, Instagram, keep it short, show off a little bit of the culture of your shop. If you guys are really fun, if you like to dance to Britney Spears the week of Valentine's Day, put something up there, like make it attractive, right? Make people that are gonna be like you go, oh, that'd be a really fun place to work. Because that's a big deal. Yeah, I am I'm that type of person. I want to work with fun people. That's my number one. It truly, it's not, I want to make all the money in the world. I mean, money is great, but you know, I gravitate to, oh, they're fun.

SPEAKER_00 12:38

We want to be fun. That's right. We try.

SPEAKER_02 12:41

We want to be ourselves, we want to be able to do what we want. The other is indeed.com. Vonda, I'm not super familiar with it because I'm not an HR person, but I've heard more and more, and I think you have too, even in our private members group. Do indeed.com. They have a free version and they have a paid version. You need to research. I know there's pros and cons. There's one of our shops that really believes in the paid version, and it has something to do with being able to filter down the way that person's application is processed. Like you can put in keywords, buzzwords that will act will automatically knock out those applicants, or you'll receive them. Because, from what I understand, every applicant you receive that you actually use, you pay for. And he said it is worth it. So investigate on your own. But that is a pretty that's the only like online paid recruiting website that I've heard has been successful, but there could be more.

SPEAKER_00 13:50

One that we didn't have on our list, and I know you have a few on the list to go through, is LinkedIn. I get like job offers on LinkedIn all the time. I'm like, ooh, well, maybe I want to do that.

SPEAKER_02 14:01

Yes, yes, and then I realize, ooh, I have to go into office and put on pants. Right.

SPEAKER_00 14:07

Nope. True. Oh, true.

SPEAKER_02 14:11

Not enough money in the world. Nope. But yeah, no, I agree. A lot of LinkedIn, again, there's free, there's paid. Look into that. Yeah. I think it really depends on what type of applicant you're looking for, right? If you need a part-time salesperson and it could even be just a college student or even a high school man or woman, maybe you're not going to get a lot of traction on LinkedIn, but you never know.

SPEAKER_00 14:39

Right. But that's where you go to the local community college, right? Do you have that on the list to go to your local college to see if there's someone there who's looking for a part-time job or wants to be almost an intern or needs mentorship to go into a career? And we want to encourage them to go into this business for sure. Exactly.

SPEAKER_02 14:59

And you and almost every local community college and or just small college, it doesn't have to be only community college, but um has a careers resource center.

SPEAKER_00 15:11

Yes.

SPEAKER_02 15:11

And I just reach out to them and say, because gosh, I think when I was in college, because I always had a part-time job, it would never have entered my mind to be a salesperson at a flower shop, but I think I would have loved it.

SPEAKER_00 15:25

You would have been good at that too.

SPEAKER_02 15:26

I would have loved it. I would have loved it.

SPEAKER_00 15:29

And I know many of our clickers have design classes that they're offering. Those are really good resources to look for a designer or to encourage. You just mentioned people want to be asked. You know, it's like, hey, have you ever considered, you know, working in the flower shop? We would love to have you come in and you could learn more. And I have some online classes you could go through. There's just all kinds of things that you could encourage that person who you really can tell because they have a little bit of natural talent because you've seen them.

SPEAKER_02 16:01

Right. And I think when you mentioned that last week at our webinar, that was probably my favorite idea. It was one of those, gosh, that really does make sense because you can watch them in action before you even approach them. The worst they're gonna say is, oh no, thank you. I just like doing this. I will tell you, she went to her local garden club and was talking with some women anyway. She found two ladies. They were, I want to say, and I could be wrong. I think one was a retired nurse, one was retired, maybe a teacher, I don't know. And she asked them, hey, would you like to help just for Mother's Day, you know, or Valentine's Day, whatever it was? And they were like, Yes, we would love it. And she said, it has worked out beautifully. They only want to be seasonal, which works for her because she really didn't want someone, she just needed some of those. And she's like, it's the best thing she ever did. And they loved it, and it was just enough. And it's not like they're going, um, I need more hours. I like none of that.

SPEAKER_00 17:06

Right, right. A lot of our clickers actually present at garden clubs for years, you know, every other year. I would go to the garden club, you know, from one state to another, and you actually present and they they love it now. If you're doing that, that's a perfect opportunity to say, Hey, you know, we look for part-time help during the busy seasons. Would you love to just come in and and try it?

SPEAKER_02 17:30

And I think that's a great idea. I think it's great too. I would also throw out there if there's any men in the audience or any women that have retired husbands that need to get out of the house, we need delivery drivers. I love that, Lori.

SPEAKER_00 17:44

That's so true.

SPEAKER_02 17:45

And they're pushing them out the door at that point. Exactly. Exactly. That's what I always think. My when my father-in-law he owned a Texaco station, my husband's whole life, and it was full service, full service back in the day. Back in the day. But everyone that worked for him was an older, retired man, but their wives kick them out of the house in the daytime. They're like, you have to go do something. So they would go sit at the station and like wash windshields or do something. There's a lot of them out there, but they loved it. Yeah, they loved it. And and I've always told you, I think my real job should be a delivery driver. I think I would love it.

SPEAKER_00 18:26

You would love everybody loves delivering flowers. I mean, really, it just brings so much joy. So, yeah, I think that's perfect. Retired men are great. We had so many that worked at the shop that were retired, and they were the most joyful. Yes, you know, they're just like they come in and they're just having a good time. So, yeah, great ideas, great ideas.

SPEAKER_02 18:47

Um, one thing I wanted to talk about, and this is relatively new that you and I at least learned about is um SAF has a career connectionslash classified ads um link on their website. And tell me a little bit about it. I think you talked with Laura, you know more about it than I do.

SPEAKER_00 19:08

Well, I was just chatting with her online, and if anybody just goes to safnow.org, you can go on the SAF website and I think just a backslash classified, and then there's some classified ads on there that you know, if a designer is looking for work, they can find that. But you as a shop owner can place a classified ad. I think it was $20 for 30 days, so it's very inexpensive, but you can put a classified ad that you're looking for someone, and evidently it's coming up in search, so definitely check that out.

SPEAKER_02 19:43

Yeah, especially if you're looking for a designer. I think designers would that would be one of the places they would go to look. I don't know if you're necessarily meeting like a part-time salesperson, they're not gonna know what SAF is. If I mean they might, but chances are very low. But if you're looking for a designer, like you said, we you looked on there, the ones on there right now, which there's not a lot, but it's just getting started, right? They are pretty much for designers.

SPEAKER_00 20:11

Yep, yep, that's good. So, Lori, now the person has come into my shop and they have, yeah, whether they filled out an application or they just say, you know what, I'm very interested, and you kind of like that smile they see you see, and you're like, you know what, this might be a possibility. So, how do I know what I'm looking for? Besides that smile, right?

SPEAKER_02 20:35

I like to smile. They didn't wear cutoffs in a tank top and flip-flops to the interview, which I kid you not. I have heard I just heard a couple weeks ago from one of our members like, oh my god.

SPEAKER_00 20:48

Oh, I I've got to share this story because it just came up here. This is when I was probably 16 or 17 at my very first job at Everts in Ames, and the owner's name was Peggy, Peggy Harrison, her son was Greg. Greg was the one who kind of did the hiring because his mom was like letting him do it. And the girl came to work evidently this first day, because I mean, I was there and he he looked at her and he goes, Um, we wear bras in this establishment. I was like, Oh my god, my god, and today you could never get away with that, right? But I was like, she obviously was not dressed appropriately, and he noticed.

SPEAKER_02 21:35

He noticed, yeah, no, not oh my gosh. So anyway, so appropriately dressed would be appropriately dressed, yes, no, you probably would need to have his mother say it to her. This, you know.

SPEAKER_00 21:49

I know, right? Yeah, yeah.

SPEAKER_02 21:51

When that's so when I taught school anytime, I was a middle school teacher, and some middle school girls were much more. Developed than even me. Like, I mean, right. 14-year-old girl looks like she's 21. But anytime those things would happen, most of the male teachers would like come to me or come to go and can you please talk to Brittany? And I was like, Yes, I will.

SPEAKER_00 22:17

I get it. I get it. I know you wouldn't think you would have to do that with somebody who was no not college because this was a college time.

SPEAKER_02 22:25

Yeah, it was pretty much our daily thing at middle school, though.

SPEAKER_00 22:29

Boy, we got off track on that one there.

SPEAKER_02 22:32

Okay, so hiring the right person. Yes, once they come in. Um, if let's say you're looking for assistant designer, someone with potential to be an assistant designer, and but you also need someone to answer the phone, clean, but you know, do all of this stuff. I mean, more often than not, Vonda, we most shop owners need someone that can kind of do a little bit of all of it, right? Right. They do very rarely are you, you are only on the phone. You are only designing. You never have to answer a phone. Like that's it's it's few and far between. So for salesperson, if I was looking for salesperson, the first thing I would look at is energy level, just because I know how draining it can be to have to be happy and friendly all day long. So you want to kind of look at their natural energy level, um desire. Do they seem excited? Like, yes, I, you know what, I just want a part-time job. I'm super excited. I need to make money, and I'm going to call whatever their story is. I would always say, What's your, you know, tell me your story? What brings you here? What made you even click on my ad or call the ad? Um, friendly smile, openness to learn. This is key. This is one of the biggest obstacles I see in flower shops, quite honestly, especially when it comes to let's say a shop has purchased our uh prep school, our sales training and our design. The biggest struggle they have is getting employees to open their mind. And it's usually employees that have been there the longest. This is going no, I already know how to do that. I don't need Vonda's prep school. I already did it. Like, well, but what if you maybe learn something new that might change your life and make your job easier? Like, they don't, they don't get it. So that is would be one of the first things I would ask, regardless, even if you're just a delivery driver. Too much to learn. Do you believe educate learning new things? Growth is important, and really sit back and listen and wait on that answer. Yeah. Because you're gonna get yourself in a pickle if you hire someone that thinks they know everything, right? It's gonna be draining for you and the rest of the team. And that negativity starts filtering through the rest of the employees, and they're like, Well, if she's not doing it, I'm not doing it. And they're well, if she's not doing it, then I'm not doing it. And you create a bunch of monsters, is what happens. Yeah. So yeah, so those are the things I would be looking for. What about you when it does come to if you're looking for a designer, pretty much?

SPEAKER_00 25:22

Well, I think open to learn. I think that's it. I everything you mentioned for somebody in sales is the same for design, except for maybe you can tell that they have a little bit of creativity. That would be the only thing. And you can you can actually do that by saying, Do you have any design experience? No, is that something you want to learn, right? Yeah, it's like, oh my gosh, I love to play with flowers. I worked with my grandma in her garden or my mom used to garden and bring flowers in. Listen to their story, just like you said. And if there's something there that you're like, Yeah, you know what? Let's give this a try. Because, you know, I I say so many people who have a natural talent, I I call it a God-given talent. To put flowers in a vase, some don't. I mean, it's true.

SPEAKER_02 26:07

It's true, it's totally true. And I never believed it until I started getting more and more into this industry and learning more about design. It is true. You and you, as an owner, Vonda, have you been around long enough where you can pick up pretty quickly if someone's got that right?

SPEAKER_00 26:28

Yeah, you can really. I mean, even if you set them in front of a design table with a few flowers and say, I'd like you to do something that looks like this and have one right next to them for them to copy. If they can get it fairly close, you're like, Yeah, there's a little talent there. I mean, it's pretty easy to tell. So we kind of know what we need. Um, and then the key then at that point is, okay, we're gonna give this person a try. How are we gonna get them onboarded? How is it that I can go, okay, now I need Lori, I need you to get this person trained. What are you gonna do? Right.

SPEAKER_02 27:01

This is usually where at this point where the owner fails, if I'm being really honest. This is the point. Um, it is the onboarding process. And I say they fail because if you don't have a plan, you don't already have a written agenda or plan on how your onboarding process is going to go, like day by day, you're going to set you and that new employee up for failure because what happens is you're gonna get distracted since you don't have a plan, it's not really something you're excited to do anyway. I mean, you know, and maybe maybe teaching slash mentoring isn't in your wheelhouse, just like designing isn't in mine. I love to teach, I love to mentor, I love to train, I love all that stuff, right? So if you don't, if you're not into that, you're not going to do it well. So when you don't do it well, you get super distracted, and then that employee ends up standing around and waiting a lot, and they're like, This kind of sucks. Like, I don't really like this job. This is honestly, and I mean, and that's how it happens. You have literally set your new employee up to not like this job, and so they're probably not gonna stay.

SPEAKER_00 28:27

Well, you had quoted a study that told about if there's an onboarding process in place, that person succeeds, and the difference in the time that it takes was huge.

SPEAKER_02 28:42

It was huge, it was like it takes about one month as opposed to eight months, and honestly, Vonda, in the one I read that was on like Forbes Mac, it was more corporate y, it actually said 12 months. But I'm like, okay, for a flower shop, it's probably gonna take a full 12 months, but that's unbelievable.

SPEAKER_00 29:04

Well, Lori, who's gonna stay that long? I mean, well, I wouldn't even stay, I wouldn't stay past three months if I'm like, I can't get this. I mean, nobody wants to do it.

SPEAKER_02 29:13

Or you're gonna get fired, yeah, right, or you're gonna get let go, but it was honestly managers' fault because you didn't train them, they didn't know what they're supposed to be doing. So you gotta set, you gotta work really hard those first three months, or at least the first month, depending on what job it is, to get them onboarded, educated, encouraged, empowered, all of the things before you can set back and see the fruits of your labor.

SPEAKER_00 29:50

So, what we're saying is make sure you have a checklist of everything that person needs to learn when they start on day one, and who is assigned to each one of those tasks? Because you want to say, okay, in one month time, the first week you're gonna learn this, second week you're gonna learn this, third week you're gonna learn this, all of these things, which there's a lot.

SPEAKER_01 30:10

There is a lot.

SPEAKER_00 30:12

And at the end of that month, then you're gonna stand back and go, okay, let's observe. Is she getting this? Is this happening? What have I done? What do I need to do better? Or then we do have some training options, of course, with Flower Click. We have a prep school, which you could just put a person through, and within three to four weeks, you're right, you're done. And they know everything they need to do.

SPEAKER_02 30:36

Right. So we do, and we have it for design and we also have it for sales training. But even with those programs, I want everyone listening to know, I mean, that is 85% of what you will need for training. The other 15% is someone to manage that person and get them through. It's like I always tell people, I could not tutor my own kid in Spanish, but I could get him to the tutor and let her do that work. That's kind of like what I feel our flower prep school is, or our our prep school. You still have to say, hey, on this day, you're gonna do this course, you're gonna do this section of the course, and then we're gonna do this. Go do it. It's it's a beautiful program if it's executed correctly. So, my biggest piece of advice to owners is if if training isn't your gift, you need to find another staff member that does like to do that, that can mentor and can educate and can be patient and walk through this with that new employee. Because if it's not something you like to do, that person's gonna feel it immediately.

SPEAKER_00 31:55

And this is the perfect time of the year to get a new employee and get him up to speed before the busy time this fall hits. Yeah, that's true. That's true.

SPEAKER_02 32:05

So, anyway, we could go on for hours about this um just because of all of the information we've come up with and the conversations we've had, right?

SPEAKER_00 32:18

Well, Lori, you are right. We have so much information and you're from so many different sources. So maybe this should be another podcast because there's so much more we could get into.

SPEAKER_02 32:28

Yeah, yeah, we could. We could do even into, you know, salary and incentive, all of those kind of things, which I think we've done one way back. I can't even remember how many years we've been doing this, but no, I think that I think that's true because that that would take up a whole nother 30 minutes. But I hope this was valuable. I hope everyone that listens at least gets one. Oh, that's a good idea. One little nugget. That's all you need. One little nugget. In firing you right now.

SPEAKER_00 33:05

Well, Lori, I am inspired because my family is coming. Everybody's coming. It's my birthday. I have a big birthday coming up, and I'm not even gonna mention it, but it's a big one, and my family is all coming. That's all I wanted for my birthday was for my family to come and spend some time. So my son and two grandchildren, like Tatum and and Farron, are coming, and my son and daughter-in-law, and Layton and Campbell are coming, and Ellie and Tyler are already here. So I am just super excited. We have uh a lot of things planned.

SPEAKER_02 33:42

So excuse me, you did not include two little four-legged creatures in that. That's right.

SPEAKER_00 33:50

Oh, yes, that's right. I've well, one is already here, so I, as you all know, I have a puppy, and so then I have two others. My grandpuppies are coming, so yes, have them. Oh boy, it'll be a crazy one, but it'll be good.

SPEAKER_02 34:09

It will be fun. Well, I I'm excited for you, and I'm also super proud because you did block off a couple of half days. You still haven't been bold enough to do a whole day, but you did block off some half days. So I really, really hope you do what I did, and you actually turn off your notifications, you get in the pool with your grandkids, and you're we will we will have a good time.

SPEAKER_00 34:32

We'll have a lot of good time. So, yeah, and so then what about you, Lori? I don't know.

SPEAKER_02 34:39

I honestly, honest to God, what's inspiring me is visualizing the crazy in your house. Oh yeah. It true because I know all of those people and I love love all of them so very much. And I'm like, uh, I want to get in the pool with all those kids and build pyramids and throw them up and play. But anyway, it makes me very happy that they're all doing that because they love you so much as all of us do.

SPEAKER_00 35:10

Thank you.

SPEAKER_02 35:11

All right, well, happy birthday, my friend. Thank you. Thank you so much for listening to our podcast. We hope you enjoyed spending time with us because we enjoy spending time with you. If you did, make sure you hit that subscribe button or add the business and pleasure of flowers to your Google morning routine or your flash briefing on Alexa. We look forward to seeing you next week.

SPEAKER_00 35:38

So please come back and join us and discover how a bit of knowledge and one small change in your mindset can take you to new levels in your life and business.