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Speaker 1: So this is going to be enlightening to some of you.

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Speaker 2: Reinforce things you already know to others, and be something

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Speaker 2: you're dealing with right now in your business to another group.

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Speaker 2: So basically, staffing is a very hard part of business

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Speaker 2: because it's a puzzle. And I've experienced this over the years.

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Speaker 2: I've experienced so many different dynamics with staffing. There are

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Speaker 2: generational differences in how people work, see work, expect to work.

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Speaker 2: I came up working as an assistant for many different

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Speaker 2: high profile type A people who are extraordinarily successful by

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Speaker 2: anyone's measure, and there was never lunch break. No one

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Speaker 2: ever can about hours back in my day, like you

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Speaker 2: just sort of worked your ass off and that's how

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Speaker 2: you became successful. And that's just how I was trained,

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Speaker 2: and that's how everyone around me worked.

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Speaker 1: By the same token, I would work very smart.

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Speaker 2: I've always been a work smarter, not harder person in

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Speaker 2: the sense that yes, I work hard, but in the

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Speaker 2: sense that I don't waste any time I get in,

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Speaker 2: I get out. I'm not big on four plays, so

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Speaker 2: I know how to work at a lean machine. And

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Speaker 2: if I happen to be done at X time, then

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Speaker 2: IGTFO like, I don't count the hours on the cloth.

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Speaker 2: But I also didn't come up from the work from

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Speaker 2: home lifestyle, which really not really fully popped off during

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Speaker 2: the pandemic. And one of the great things about that

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Speaker 2: was talent from different places in certain businesses. Kevin O'Leary

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Speaker 2: discusses with me how he has certain people that don't

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Speaker 2: even live I don't know about this country, but all

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Speaker 2: over you can source better talent, better talent. You have

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Speaker 2: a bigger pool of talent sourcing from different places. Let's

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Speaker 2: say you have someone only doing I guess tech or

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Speaker 2: accounting or I you know, like it, or I don't

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Speaker 2: know that you never see them, then yeah, I guess

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Speaker 2: they could be in another country. It's just not a

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Speaker 2: concept I've ever really understood. And it's funny because having

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Speaker 2: moved to Florida, I have a bunch of my team

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Speaker 2: that still lives on the East Coast and they're very

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Speaker 2: head down and they're valuable and they could frankly be

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Speaker 2: from another country. Time zones do challenge me. I don't

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Speaker 2: love a different time zone that because then you're having to,

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Speaker 2: like inconvenience them to be up at an earlier hour

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Speaker 2: or at a later hour inconvenience you.

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Speaker 1: For calls.

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Speaker 2: It becomes a little tense because they're trying to schedule

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Speaker 2: things when it works for them, and you're thinking, I'm

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Speaker 2: employing them, and how you know we're not going off

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Speaker 2: your schedule or even the cadence of when someone sends something,

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Speaker 2: their end of day is different to yours. So it's

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Speaker 2: a mixed bag like meaning it's a mixed bag in

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Speaker 2: you could have people that aren't in person. You could

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Speaker 2: have people that aren't in state. You could have people

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Speaker 2: that are in person. Sometimes you could have people that

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Speaker 2: are not in state that come in once a month

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Speaker 2: to have meetings and things like that. I do believe

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Speaker 2: that there has to be some in person with people

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Speaker 2: that you need to idate with. And the truth is

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Speaker 2: creating and having ideas isn't only for a creative person,

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Speaker 2: Meaning you could have financial ideas like how to do

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Speaker 2: accounting or financial analysis, or how to do spreadsheets or

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Speaker 2: something like that. So I do believe there needs to

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Speaker 2: be some version of in person. But I also think

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Speaker 2: that there can be overkill. Yes, there's something to be

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Speaker 2: said for someone being down the hall and going and

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Speaker 2: asking them something, but I do think it depends on

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Speaker 2: the type of person you are. I'm not the type

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Speaker 2: of person that wants to be around people all the

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Speaker 2: time and only certain people, and maybe you get used

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Speaker 2: to some people. It's the same way as like relationships,

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Speaker 2: like you could live with someone and you could live

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Speaker 2: with someone else, you could travel with someone not travel

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Speaker 2: with someone else. So I like a mixed bag in

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Speaker 2: the sense that it could also be like a numbers thing,

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Speaker 2: like you don't want to be around multiple people at

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Speaker 2: the same time.

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Speaker 1: It's just too much activation.

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Speaker 2: So the pandemic was great and letting us sort of

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Speaker 2: style and curate and organize your work puzzle the way

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Speaker 2: that you need to. I've seen scenarios where someone is excellent,

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Speaker 2: but they're sitting in the wrong seat. Like you feel

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Speaker 2: like they're loyal, you feel like they're a hard worker,

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Speaker 2: but they just are not thriving where they are and

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Speaker 2: we're working so hard off and that you don't see

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Speaker 2: that or you don't articulate it, and you have to

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Speaker 2: pick your head up to be like wait a second,

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Speaker 2: So you kind of have to go with your gut.

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Speaker 2: And also it's hard to transition people. But sometimes if

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Speaker 2: you put someone in the right seat, they really will

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Speaker 2: work better for you. So another big dynamic is less

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Speaker 2: is more. This was a big pandemic one people had

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Speaker 2: to downsize. People got to see how they could really

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Speaker 2: work lean And I am a person who will hire

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Speaker 2: as many people as my business needs. But what I

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Speaker 2: have found is if you don't have a good foundation,

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Speaker 2: then you can't, like for a house, you can't have

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Speaker 2: a bad foundation and start worrying about curtains, if like

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Speaker 2: your floors are warped, or if there's a leak in

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Speaker 2: the house, like you have to get the foundation straight.

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Speaker 2: So what I have found is when there's hiring, people

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Speaker 2: often want to throw money at the problem because they

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Speaker 2: feel overwhelmed. So they're like, just hire someone for that,

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Speaker 2: hire someone for that. And I see all the time

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Speaker 2: people with these businesses, and I know that the businesses

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Speaker 2: don't generate that much money, like proportionally to how much

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Speaker 2: staffing they have, but they just keep adding people, either

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Speaker 2: for ego to tell people how big their staff is,

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Speaker 2: or they think they need them, and they're wasting so

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Speaker 2: much money. Because you have to in that case work smarter,

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Speaker 2: not harder, meaning you have to work from the bottom up.

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Speaker 1: So for me, my team and I are always talking.

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Speaker 2: About eventually we will need someone to do this, And

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Speaker 2: the reason we talk with that language is because eventually

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Speaker 2: we'll need to do why in hiring, but we have

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Speaker 2: to do X first. So it's happened in different departments,

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Speaker 2: Like if I hire more people that need to be managed,

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Speaker 2: but I don't have the right managers, I'm going to

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Speaker 2: be the one that has to manage them, so it's

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Speaker 2: more work on me when it seems like ironically less.

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Speaker 2: So I've had an overwhelming problem in certain areas of

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Speaker 2: my business and then I've hired people, but because they

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Speaker 2: don't have a real boss that is expensive managing them,

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Speaker 2: I end up having to do it. So now I

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Speaker 2: have to manage more people, so I'd rather manage fewer people.

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Speaker 2: So what I do now is like if I have

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Speaker 2: an individual department, I have to find the boss in

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Speaker 2: my personal life, in my ex business sector, in my

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Speaker 2: wide business sector, the boss to build their team. Now

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Speaker 2: that boss still has to come back to you and

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Speaker 2: talk to you about their team, because what I also

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Speaker 2: find is a massive dynamic is no one will ever

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Speaker 2: really rat anybody else out, and if they will, they

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Speaker 2: are probably like a shitty person because they just want

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Speaker 2: the job, but like it's very, very difficult to get

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Speaker 2: people to tell you the truth. So you have to

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Speaker 2: check in with your team often and be like, hey,

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Speaker 2: you need to tell me what's going on, because my

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Speaker 2: gut says this. My head's down a lot, so what's

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Speaker 2: going on. And then you need to be like, you

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Speaker 2: need to be honest because the whole business won't thrive

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Speaker 2: if you have any weak links, and it's counterintuitive for

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Speaker 2: people under you to not tell you because they're risky

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Speaker 2: their jobs. You won't have a thriving business if you

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Speaker 2: don't have all a players, okay, all stars.

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Speaker 1: So what I have.

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Speaker 2: Found is when you do that check in and find

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Speaker 2: out who really is at the level and who isn't,

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Speaker 2: you can get leaner and have only the best people.

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Speaker 2: So you really need to invest more in good people,

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Speaker 2: and then the rest can be an a la carte menu.

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Speaker 2: So what I've done is like, really spend a lot

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Speaker 2: in a bunch of different areas, but it's spread out

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Speaker 2: versus spend even a little more on the person to

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Speaker 2: manage that team, and then they can find people under them,

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Speaker 2: and often you don't need those people to be full time.

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Speaker 2: Often it could be an ala carte menu. So that

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Speaker 2: person might be like, we really don't need this many

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Speaker 2: hours if we get the right people. So it's sort

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Speaker 2: of like a great pyramid, and less is more. It's

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Speaker 2: quality versus quantity. Like anything else, find the best people

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Speaker 2: right under you first, and they'll find the best people

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Speaker 2: under them. If you start it from the top down,

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Speaker 2: they will mirror that culture that you're creating. Less is more,

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Speaker 2: quality versus quantity, Fewer people doing better and managing teams

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Speaker 2: around them. That's how you get lean and mean, and

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Speaker 2: that's how you really can be successful. And all this

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Speaker 2: money matters a lot where you're building a business because

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Speaker 2: money runs out real quick when you're an entrepreneur. I

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Speaker 2: just think it's a puzzle, and the worst thing is

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Speaker 2: that you have to keep tinkering with it.

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Speaker 1: Do not think it's going to be easy. It's not.

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Speaker 2: You have to keep playing around with it. Got to

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Speaker 2: go back to that restaurant a bunch of different times.

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Speaker 2: So you find the dishes you really like, and you

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Speaker 2: order that with that side dish. But that side dish

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Speaker 2: wasn't good, But let's try it with this appetizer, but

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Speaker 2: the drinks were good.

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Speaker 1: You have to move it around.

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Speaker 2: It's annoying and it's a nightmare, but it's really important. Also,

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Speaker 2: like if you let people go if someone was valuable

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Speaker 2: and hard working, it's the hardest thing to let someone

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Speaker 2: go that you like and you think was good. They're

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Speaker 2: just weren't right for you for whatever reason. When they're leaving,

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Speaker 2: really mean it and really give them a good reference

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Speaker 2: and really tell them that they have an open door

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Speaker 2: and check in with them. Like I left my team

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Speaker 2: in Connecticut, and you guys know, I've mentioned that I

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Speaker 2: loved them and I worked really hard to get them jobs,

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Speaker 2: and as people that worked for me, it was much

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Speaker 2: easier for them and they were able to get a

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Speaker 2: lot more money because they had the street credit of

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Speaker 2: working for me and my endorsement.

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Speaker 1: But I check in with them a lot.

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Speaker 2: Now, are you doing well, et cetera, Like I remember

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Speaker 2: and recognize how hard they worked for me when with me,

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Speaker 2: if they were good and loyal. There are a lot

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Speaker 2: of people who are really shitty and not loyal, and

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Speaker 2: they're very small picture players because I will help you

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Speaker 2: to the day I die if you are a big

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Speaker 2: picture player. So I still check in just to make

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Speaker 2: sure they're financially Okay, I just offered someone money who

200
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Speaker 2: isn't on their feet yet. Like, if someone's going to

201
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Speaker 2: put their time in with me, then I'm going to

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Speaker 2: put my time in with them. And I also often

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Speaker 2: talk about the big picture small picture. There's so many

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Speaker 2: checkers players, way more checkers players than chess, and it's

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Speaker 2: so stupid, Like there's somebody that was working with me

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Speaker 2: that was niickeling and dying me and shaking me down

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Speaker 2: all the time and counting every single thing, nippicking about

208
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Speaker 2: looking up online exactly what the job description was and

209
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Speaker 2: wouldn't do one thing outside of it, even though they

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Speaker 2: were paid probably thirty percent more than any other person

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Speaker 2: in their position. And because they were nickeling and dying me,

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Speaker 2: I then nickel and dimed them, meaning I was then

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Speaker 2: like Nope, that didn't happen, and now they don't have

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Speaker 2: the same position that they used to because they nickel

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Speaker 2: and dimed me. So play the big picture. If you're

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Speaker 2: working with a big picture person. If you're not, probably

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Speaker 2: don't work there anyway because you're never gonna get anywhere.

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Speaker 2: But if you're working with a big picture person, they're

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Speaker 2: gonna take care of you and don't count every little thing.

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Speaker 2: Then you're winning the battle but losing the war. So stupid,

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Speaker 2: so stupid. And this person's now begging for scraps and

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Speaker 2: it's like they're begging because they played the short game,

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Speaker 2: because people overplay their hands. Okay, so I told you so.

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Speaker 2: So we had all the America's Next Top Model, and

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Speaker 2: you've heard about all the disasters there and the girls

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Speaker 2: saying it was abusive and you know, body shaming. And

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Speaker 2: I didn't even see it, but I've just read a

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Speaker 2: lot about it, and I had a woman on my

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Speaker 2: podcast about it, and I don't currently care about it specifically.

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Speaker 2: I care about people and the concept, but I don't

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Speaker 2: specifically care about it. But someone brought up the Biggest

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Speaker 2: Loser to me now and I've had them on the

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Speaker 2: podcast too, and apparently it was like very unhealthy practices

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Speaker 2: and restricted calories and everybody's hundreds of pounds more than

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Speaker 2: they were there and whatever. All of us just reinforces

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Speaker 2: the exploitation of reality TV that I have discussed and

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Speaker 2: inappropriate workplace practices. And somebody recently just brought up the

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Speaker 2: Naked Wasted episode that was years ago that I brought

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Speaker 2: up on Orange County because it happened in another Orange

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Speaker 2: County episode, and basically to say that people are like

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Speaker 2: vowing to get other people completely blackout wasted, and in

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Speaker 2: one case, someone's son was trying to take advantage of

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Speaker 2: one of the victims of this, and it's just a

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Speaker 2: fucking dumpster fire. Anybody who fought me on that just

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Speaker 2: wants their crack, like they just can't give up their crack.

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Speaker 2: And I think reality TV I don't watch. I literally

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Speaker 2: don't watch any reality TV. It's crazy. I used to

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Speaker 2: a little. I really only watched Other Housewives. I used

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Speaker 2: to love Atlanta. Are all of the shows still on

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Speaker 2: or are they on like a slower rotation? I heard

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Speaker 2: Jersey went away and New York went away. People say

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Speaker 2: the Salt Lake one is good. I think Miami came back,

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Speaker 2: but like maybe only on Peacock, but the ratings are down.

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Speaker 2: The show is not the same.

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Speaker 1: I don't know this. Does this still exist? This vehicle

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Speaker 1: of Beverly Hills definitely still exists. I know that.

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Speaker 2: So I don't really watch reality TV anymore. I just

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Speaker 2: realized that now for the first time. Why don't I

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Speaker 2: I used to only watch Atlanta dabbled in Jersey dabbled

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Speaker 2: in oc Less, dabbled in Beverly Hills. For some reason,

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Speaker 2: never watched Salt Lake or Dallas or Maryland or London.

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Speaker 2: But I don't watch any reality TV. That's so interesting.

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Speaker 2: I only watched scripted TV. I wonder if as a

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Speaker 2: former reality personality. Yeah, I just don't think it would

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Speaker 2: be my type. You know what's crazy? This is gonna

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Speaker 2: sound so insane. I just realized this. The reason I

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Speaker 2: don't watch reality TV is because I don't believe it.

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Speaker 2: How ironic I believe a scripted television show more like

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Speaker 2: I actually feel like I was in Gilded Age, Like

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Speaker 2: it actually feels like it could be possible, And none

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Speaker 2: of the reality shows seem like they could be possible.

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Speaker 2: That's so crazy. I never thought of that until now.

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Speaker 2: That's such a bizarre upside down. I guess I never

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Speaker 2: really loved it, but being in it, you know, it's

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Speaker 2: reality TV is less real than scripted TV. That is

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Speaker 2: such a mind blowing concept.

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Speaker 1: Wow. Yeah, that's wild.

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Speaker 2: And if you want to know why, it's because people

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Speaker 2: have been put together in like such a lab grown,

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Speaker 2: hydroponic way that it's not realistic.

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Speaker 1: That's wild.

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Speaker 2: So a lot of people are talking about bringing back

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Speaker 2: House as the old Girls, like everybody wants that. The

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Speaker 2: thing is if everybody gets that the women are going

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Speaker 2: to be like on Sex and a city rebooter and

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Speaker 2: just like that, where everyone's going to analyze like that

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Speaker 2: they are older, you know, like that they are older.

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Speaker 2: I've seen a lot of pictures and a lot of

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Speaker 2: people saying like bring back you know, whether the Sonya, Derinda, Ramona, Carol,

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Speaker 2: some people Carol. People just are defiant about Kelly. But

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Speaker 2: maybe that would be mean why it would be good?

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Speaker 2: The when is always campy. I wonder if people would

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Speaker 2: appreciate them where they are now older and in a

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Speaker 2: different stage of life and wiser. Presumably that has to

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Speaker 2: be able to work somewhere, right, Like can't that work

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Speaker 2: on like Lifetime or something?

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Speaker 1: And I wonder if I would watch that.

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Speaker 2: I didn't watch any of The Ultimate Girls' Trips, but

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Speaker 2: I think there's a market for it. I genuinely don't know.

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Speaker 2: It's such a new generation of shows of talent, of

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Speaker 2: what people want. Sometimes things are best left on the shelf,

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Speaker 2: but the women still do have some marketability, I think,

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Speaker 2: So I think there's got to be something I don't

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Speaker 2: know