Overlooked and Underpaid? The Surprising Ways Payroll Impacts the Employee Experience and Retention

[00:00:00] Welcome back folks, this is episode 146, we got an amazing topic today, I really love it, shout out to Walt for picking it out and before we get into it, what's good Walt?

[00:00:14] What's good man, it's another day, another dream, just maintaining and just staying positive man and trying to stay motivated to be grateful, you know, be grateful and just keep the alignment that I feel like I have going a little bit

[00:00:42] and just, you know, stay aligned with purpose and stay aligned with our passion and because as you and, what was his name, Mark? Mark, Mark Mears. Mark Mears, you know, have I learned, you know, that your passion, you know, is probably your purpose too, you know, so just, you know, making sure that I'm aligned in all those different areas man, so how about you, how you doing?

[00:01:06] Mark Mears, I'm good man, yeah, yeah, constantly thinking about those different, those different things, staying locked in, being appreciative, you know, I struggle, this is not about people, we're talking about it's about payroll, I was about to get into some it's about people stuff, because I'm excited too folks, check out, so if I can, I'm just going to throw it out there, we're going to do once a month, we're going to do, it's about people on the, it's about your paycheck,

[00:01:37] platform and just, just because me and Walt got a lot to say about other stuff other than our paychecks and payroll, we are still human, it is, IAP is about people, so anywho, what I'll say here is that, like, and I've been, and it's something that I've been struggling with for a little while, right, even past kind of this resting period that I had, and it's like, I feel like it's too late.

[00:02:07] For what? Everything, for success, for all the stuff, and I'm like, you know, I'm too old, and I'm not, I get it, I know, I know, exactly, exactly, and that's, I've just been fighting with it though, I meant to change my sign too, but that's.

[00:02:28] It's, look, it's a realistic thing that we go through, and I commend you for even opening up about that, because a lot of people would not be transparent about going through that or feeling those things, you know, and lots of people, you know, just would continue with day-to-day status quo and not be transparent about that. But I think that speaks to who you are, because you want to succeed. You want to. And I'm already successful, right? You are.

[00:02:58] You're blessed, bro. Right. We did the stats. Both of us, right? We did the stats. We did the research, and we did the stats. We did the research and found the stats that, you know, said that you're blessed. You are successful, wildly successful. Yep. And I think that we have to just kind of recalibrate our brains to understand what success looks like and just say, hey, I want to get to that next level of success. Yeah. Yeah.

[00:03:28] It makes me think of, and we shared it, I shared it on one of the episodes, Barbara Corcoran from Shark Tanks. I don't know where she said it, but she said something like entrepreneurs and folks like us that just kind of always looking for that next level are really have something broken from their childhood that they're always just trying to fill some great void that is just, you're just trying to fill from childhood trauma. You know?

[00:03:59] So, but yeah, that's that. Other than that, I'm good. You know, life is good. Yeah. Like every other American living paycheck to paycheck, trying to figure out how to get a little ahead and, you know, solve bigger things. But speaking of that, how's that fitness, financial fitness challenge going for you? It's, it's, it's going good. Okay. Oh, damn.

[00:04:29] I got to read. I got to. Oh, yeah. I'm still on track. Like I'm, I'm still, you know, investing in Robin hood and cutting some things out of, of habits. I still haven't. Go ahead. Have you been monitoring, like, have you been, how closely have you been monitoring like the, the change, the fluctuations in the market and our crypto, whatever you're in investing in. Have you been really watching it? Not really. No. Cause I'm not. Yeah. Not yet.

[00:04:57] Cause I have so little dollars invested. Okay. I put everything into Amazon. Cause I'm like, all right, this is just only a little bit of money. We got to wait until we diversify a little bit more. Um, I listened in my news consumption and podcast consumption. I am kind of, you know, listening to different things. And, um, what about you? Look, doing the same thing.

[00:05:23] Look, uh, realize that, you know, works, uh, as far as food and the food expenses, finding out what works for me and implementing that, that plan in place, doing the investing. I put some of my music online on this, uh, this app called sound. Yeah. So I had to check it out. So I've been doing, I've been just busy, just doing different things, putting it out there just to try to get some revenue in.

[00:05:48] And I have been looking at, I don't look at it every day, but I do look at, um, the app that I use is called public and you can invest in, you know, it's just like Robin hood. You can invest in different things and stuff like that. So I have a couple of investments out there. Um, not much, um, at all, but last week it was down a lot and this week is up again. So, you know, it's, you know, that's the fluctuations. Yeah. Yeah. And that's curious.

[00:06:16] Cause I want to look at a few pennies, but, um, excuse me. Um, no doubt. That's what's up. That's awesome. Oh, I was going to say, you should put the share, the link in the show notes. Like for Sunday. Yeah. Yeah. I'll put it out there. I'll put it out there. I didn't put all of them out there. I have hundreds of different things that I've made hundreds of like, you post hundreds of tracks. No, not yet.

[00:06:41] I posted maybe like 10 of them, but I still have to put, I still have to put like the hundreds or so that I have out there. Um, I have to put them out there. Yeah. I'm like, look, it doesn't, it's not like I'm trying to become an artist. Like I gave up that dream a long time ago, as far as like, I don't have the rap voice or the music voice or anything. No, I think you got a rap voice. Oh yeah.

[00:07:03] But I, I think that for me as being a creative, I would love to have intro music for a show or, you know, I love that the fact that this platform that we have allows me to like exercise those creative muscles and put the music on there. Like a lot of people don't know that there's something that Brian and I, Brian listens to the music to make sure it's good. Yes. But it's something that I create and put in our, and put out here for us. So I love being able to do that.

[00:07:34] And we got to get some new ones going now too. We need a new intro. We need two new intros, two new outros. Yep. Um, so, uh, I mean, I think we already have the music. We've already kind of talked narrowed like the music down. Yeah. We just got to really script out the intro outro. And now with the AI we got, we can create it through that. Cause we were like struggling. Like, how are we going to do this? But I think that's all for it. Yeah. No, that's dope bro. See, that's awesome.

[00:08:00] So look, just for those of you who are listening on live, or you're going to be listening to this, uh, recording when it posts, like pursue those passions, you know, take this financial fitness challenge with us. Where can you improve in your life? Where can you gain some traction? Where can you, you know, make some cuts, you know, you know, here or there, like every little bit helps. Like, Hey, some people did like the discount, how much $20 could be it. Like, well, it's only $20 a month. You know what I'm saying? I'm glad you said that.

[00:08:30] Cause that's the one thing I was trying to share with folks. Ooh. And okay, here's another thing that I added to my, to the daily activities is this app called fetch, like fetch dog. And it's literally, it's kind of confusing because the logo is a dog. It's called fetch. I don't know what that's about, but what it does is who knows, but you take, I'm sure if we look it up, there's a story behind it, but you take pictures of your receipts and you

[00:09:00] build up points and you basically get gift cards, free discounts, whatever it is based on the points that you rack up. Oh, wow. Yeah. My sister-in-law put us onto it. And it's a free rewards app that lets you earn points for shopping, playing games and scanning receipts. Yep. Oh, see. So all I do is do the scanning receipts part. I haven't shopped through it yet, but you can use the points from there to shop through it. And I haven't played the games. I'm not getting into the games. Like.

[00:09:30] I mean, maybe you should. I'm like, Hey, I know. Some reward points. I'm scared to, because it's like, Oh, I'm gonna get hooked on this stupid game. Oh yeah. Yeah. You know what I mean? Yeah. Oh, like candy crush. Oh my God. Candy crush was like, forget about it. Oh, so it's just, it's like as much as we want to do in our lives, like we have to segment our time properly to not. So that's, that was the other thing I wanted to mention in the challenge is like reward programs

[00:10:00] like this type of thing and other ones that are out there that, you know, are worth it. Like again, if you're trying to save every dollar, cause it's all about, it's, it's all about a mental mindset, how you do anything is how you do everything. So if you're cost conscious and saving and frugal and diligent and efficient with everything, you're going to, you're going to build that, take that habit with you to everything, you know? Yeah. Yeah. So yeah, man, thanks for that.

[00:10:30] Um, nice man. I got a little article to share. It's going to be quick. Um, so it's just, it's from 2020 and, uh, it's about an employee who was arrested for a workers comp fraud. Um, it was an IHOP employee out in California. No. And, uh, basically I'm not going to go into the full nitty gritty of it, but he was, yeah, he was, uh, he was charged with, you know, um, false claims for workers comp because he did get injured at work.

[00:10:58] He said he was, um, that he was performing his job duties while he was work, uh, hurt. But after, uh, the state did, uh, an investigation, they found out that he was actually wrestling at work with another coworker and that's how he got hurt. And he, he broke his clavicle. Damn. Yeah. So all in all, he, he, he stole, I think 20 over $22,000. So he made it look like it was a work industry.

[00:11:28] He was at work. Yeah. But he was not, it wasn't doing job, job, job duty. So yeah, man. I just wanted to share that really quick. Oh man. Um, yeah, that's awesome. Um, I don't have a news update for us today. Sorry folks. Oh, good. But let's get into a little bit of, uh, paying the bills before we get into the main topic. Oh, we got to pay those bills. Got to pay the financial fitness.

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[00:13:45] So we're talking about the role of, and I thought this was a really great topic, the role of payroll, the role of payroll in the employee experience. Because we throw that term around a lot in the show and EX is, you know, the catchphrase for it. So I want to start off real quick by defining what employee experience is. I mean, it kind of sounds obvious, but I like.

[00:14:12] Let me say something though, because it's the employee experience and retention. And retention. Yeah. Okay. Sure. Sure. The employee experience is, I like what this, some, who is this? The employee experience is defined as the cumulative assessment of an employee's interaction with your company and its people,

[00:14:42] said by Julian Lute, senior strategic advisor at Great Place to Work. All this in the show notes. Yeah. What's the abbreviation for it? For what? Employee experience. EX? EX. Yes. My X. I know it's a bad, it's a little bad of an acronym. We've got to say EX, you can't say X. Because then it's like, what? That's bad. That's a bad connotation.

[00:15:12] I know, I know, I know. So when we talk employee experience or EX, we're really talking about everything your people see, do, and come across during their entire journey with your organization. It's about more than just having great perks or fun team building events. It's a whole fusion.

[00:15:32] How your culture makes people feel, how the relationships they build, the opportunities they get to learn and grow, and the motivation they feel to contribute and such more. At its heart, employee experience is about creating an emotional connection between your employees and your workplace. So if that's just the framework and retention, I'm glad you called that out because I forgot, I got caught up with employee experience.

[00:16:01] And retention, I mean, retention is keeping employees, right? I didn't dig into fancy definitions, my bad. But retention is retention. It's how you keep the employees. And because it goes hand in hand, it's like then if you have a good employee experience, you should have good retention. So now I want to take some examples of how payroll directly plays a role in employee experience slash retention.

[00:16:31] And one of the things that I personally am going to do, and I need to share this episode with some of the stores that I support because some employees have been asking me. And I think I brought it up with you, like just talking on some payroll because, folks, we talk about payroll even when we're not recording because it's our job. And me and Walt just get into conversations like, yo, do you do this? And now we have different spots.

[00:17:00] So it's cool because we get to swap different notes, right, and different experiences. We could be chatting on the weekend and payroll will come up. Yeah. I mean, it's just – but that's what it is for us. It's like payroll's life. Shout out Adrian. Yo, shout out Adrian Resto. I was just thinking about him today too.

[00:17:17] So one of the things that I want to really do for my workforce, my clients, my customers, the employees that I support is I'm shooting to get payroll done earlier on the day it's due. Because what I learned was those early payments, like the chimes of the world, those direct deposit cards that, oh, get paid early if you move here to us. Two days earlier.

[00:17:47] Right. The small print thing, the small print that they don't read or they don't tell you about is that it's really contingent on when your company presses the button for payroll. The fine print. Yep, the fine print. If I process late in the day, it's going to hit normal on Friday.

[00:18:04] If I process earlier in the day, it has a chance to go in either later that day or Thursday depending on the account that you have and the bank that you use. Yeah. So I didn't know that until recently, right, because I've had a few employees complain about it. And I'm like, let me look up what this is about. And I was like, oh, it does say, you know, if it doesn't come early, you have to check with your payroll department to see when they're whatever.

[00:18:34] If they process late in the day, which we have the ability to, you know, and I've had to fall back on to, well, legally it's payday. I don't have to, you know, you know what I'm saying? I don't have to accommodate the early schedule. But I stopped myself. And, like, as I was going through it, I'm like, yeah, but dang, the employee experience would be so much better. Yeah. Right? That's why it's in the wording, right? Like, even Chime.

[00:19:01] What their site says is Chime offers early direct deposit, which can allow you to get your paycheck up to two days before your scheduled payday. So up to. That wasn't the details. It's the word. So it could be, you know, that Wednesday or it might be Thursday or you'll get it on the day you're supposed to get it. The day you're supposed to get it. Exactly. The day you're guaranteed to get it. But anywho, like, that's what I'm saying. Like, for to improve the employee experience as a payroll professional, I want to get it done. I'm shooting it to get it done earlier.

[00:19:31] And for any of my folks who's listening and whatnot or listen to this at some point, it's other factors at play, folks. It's not just me. I promise you that. It's other teams that I have to move along and maybe even your managers. So, you know, there's pieces to the puzzle that have to fall into place for me to be able to process earlier. But I promise that I'm working toward that. Pre-noting. Right?

[00:19:59] I dealt with that at Endeavor. I had a colleague there that called it out. That was like, what do you mean you can't skip pre-note? That impacts employee experience because of the business model of the M&A piece of it where you bring on already established employees into a new portfolio. Like, and then you make them go to a pre-note after they've been somewhere for 10, 20 years.

[00:20:28] You know, out of nowhere, just because owners are changing, it impacts the employee experience. Yeah. So, things like that. Customer service. Like, our payroll department being a good customer service to our folks. Are you good at customer service? Are you responsive? Are you getting back? Are you solving issues at all?

[00:20:47] Like, that customer service from payroll impacts the employee experience, which ultimately impacts retention because we'll get to some of the facts, the great stats that Walt has for us. The portal, right? Like, we don't have payroll. Us as a payroll professional may not have control over it. It's the software vendors we use. But how is the portal experience? Can I go see my pay stub? Can I go see my time off? Can I request time off through that?

[00:21:16] Can I see my W-2 on my digital? Like, what kind of portal experience are they having? That, it plays into the employee experience that payroll has, right? Does the site or whatever service or site that they use, is it constantly crashing? Oh, my gosh. You know, is it always under technical maintenance or something like that? You know, is there always something going on that doesn't make it easily accessible to the employee? Yep, exactly.

[00:21:45] Well, yes. How much friction is there and is it necessary? And what I mean by this is, like, can I change my direct deposit as an employee myself without having to go and do I have to submit it and something gets approved and then I wait weeks? Could be old school. Send a form in there. You got to send a form. Oh, my gosh. No. Oh, you didn't sign this form. Sorry. Right. Kick it back. Right. Right. If you don't, you know, and I remember having to do that. I remember back in the day.

[00:22:14] I mean, I'm sure there's still some companies that do that now. Like, you'd be surprised, right? And do you have that? Is it paper timesheets? Are you not messing with TimeTrack Go? Are you not getting your time solved? Because if you're still using paper, that's not good, you know? That's a little plug there. I like that. What else?

[00:22:37] And then the stages of the payroll, because, again, and I'm focused on employee experience, you know, we throw in retention there. I think it goes hand in hand. But this article that will be in the show notes says that I'm just looking at some of the stats here. Throw me off. Anyway, the employee experience is these different stages. Yeah.

[00:23:03] Attract, hire, onboard, engage, develop, exit. And it's in a circle. It's a nice little diagram, right? And I guess, would it be too much if I shared my screen right now? You should be able to. No, because you know what? But it's, we haven't done it before. Is it a window? Let me see you real quick.

[00:23:33] Just so you can see the diagram and I'll take it down. Boom. Yeah, I see it. Cool? Yeah. Nice. So that's the experience. And then let me stop. Awesome. Awesome. And so in that experience, like I'm like, I even like thought of, okay, where does payroll fall? Where does payroll even have an impact in this life cycle of the employee experience? I don't, I don't think, well, maybe it is in a track.

[00:24:00] It can be in a track because like if you have earned wage access and you advertise that in your job ads, if you pay biweekly or weekly, I think that's attractive. I don't know if companies realize how attractive that is as opposed to semi-monthly. But that's just the payroll professional talking. That might not be the employee, but I think that should be there. So it can be there. I don't think it's too much in the hire. Compensation is not payroll, right? Right.

[00:24:30] What they're offering you in a salary is not payroll. So I don't think payroll exists in that piece, in the hiring piece. I don't think it exists in the onboarding piece. Well, I guess it could because there's some employee mapping that needs to go on. If that is not done right, it's going to impact your paycheck. And then definitely onboarding, engagement, development. Basically, those are the stages that you're with the company.

[00:25:00] And it's even an exit. Payroll definitely plays a part in some exits because if you're getting a severance, if you're part of a RIF and severance is part of it, or just even your final pay or your last check, that's a part of the employee experience. For me, in my mind, I want employees to be, to the extent that it's possible, not have a lot to complain about on the way out. Not be like, oh, this job company sucks.

[00:25:30] What's the term they call it? Like employee life cycle, right? The employee life cycle. Yeah. Okay. So, you know, so it made me think about all the different areas where payroll and it's good. I think it's great for a payroll professional. So look at that diagram and really be like, okay, where does payroll play a part? What stages? You could probably argue in every stage, but I don't see it in higher, a little bit of onboarding, definitely engage, develop, exit, and definitely in attract.

[00:25:58] I don't know if folks are using it as much as they should in the attract part of it, but I think it plays a part. What else? Let me get to my notes. I think, you know, I think it just depends. Speaking to what stages payroll is involved in, like there might be some stages. We might not be really thinking of. It depends on the structure and the nature of the business, right? And how they're set up, in my opinion, right?

[00:26:27] And perfect segue because as a payroll department, you need to define how your organization sees payroll, right? Right. Because, and then go back to the diagram and see how it plays in because every payroll department or each payroll department for every company is responsible for different things, right? Why are you as a payroll department?

[00:26:56] We talk about this all the time, like especially offline. Like, wait a minute, I'm payroll. Should I be doing this? Should I be doing these things or should I, you know? And I know I teach in my courses when I'm teaching, I always say, hey, don't be afraid to stretch. Don't, you know, take on those extra jobs because that's how you stretch and learn more.

[00:27:15] But how, like what, how does it define, how is your payroll department defined, what you do, and that plays into the experience. And then, you know, and before I pass it to walks, I'm going over in time here. Sorry, folks. It's the easiest part of the puzzle, in my opinion, meaning payroll is black and white at the end of the day. There's some art form to it, but a lot of it is just really black and white.

[00:27:45] And I think it's the easiest part of employee experience and retention that is 100% avoidable. Like you don't, most of the, it's like, do it right. This is like, it's the one thing. And just do these things right and you will play your part as a payroll department in the employee experience and retention. I don't know what you're talking about. Payroll is magic, man. All right. I got some stuff for us here. I'm going to keep it short and sweet.

[00:28:14] Just four different things I'm going to talk about. The first thing is about payroll errors and their impact on employee experience. So we shared this stat before, right? About how 50% studies show that 50% of employees will start looking for a new job after they experience two problems with their paycheck.

[00:28:33] So accurate and timely payroll for the employee's experience is crucial as 82% of employees have said that their payroll errors would affect their trust in their employer. Right. And I've heard that myself in my career where a mistake happened, whether it was my mistake or someone on my team's mistake. And the employee called me and that were the word, the exact word was trust that they use. Right.

[00:29:01] Like, Hey, I don't know if I could trust you guys now and people, because this is their livelihood and they take it personal. Super personal. When a mistake happens. Right. Yep. Number two, complicated payroll processes may impact the employee experience. Right. Yep.

[00:29:18] So simplifying these processes is a priority for many organizations with 30% of payroll leaders, citing that improved employee experience as a primary motivator for payroll transformation. Mm-hmm. And look, here's another stat for employee experience and retention, right? So salary is one of the key factors for employee retention.

[00:29:43] And your word that you use on the employee lifecycle, attracting over 62% of candidates. However, work flexibility, which is about 21%, and meaningfulness at work, almost 20% there, also plays significant roles in retaining employees. Right. Yep. So it's just not the pay that people are looking for.

[00:30:05] They want to be able to find that meaning, that purpose in their work and feel that fulfillment, get that fulfillment and also be able to work flexibly. Right. So companies that invest in payroll transformation, often see improved employee satisfaction and retention rates. And here's an interesting one. The last one that I have is the union versus non-union employee experience.

[00:30:35] So union employees tend to have more structured payroll processes, which can lead to fewer errors and a more consistent experience. Right. Because the union, not saying that union payroll is always perfect and that every union is set up, they still make mistakes. But there's a lot of different things that you have to do for the union differently than the non-union employee. Right.

[00:31:01] So it can potentially lead to higher satisfaction, more consistency, and, you know, which will impact retention rates compared to those of non-union employees. Right. So a non-union employee may experience more variables when it comes to the payroll processes. Right. But I once knew somebody who worked for a company that changed payroll companies like once every year.

[00:31:30] Like they sold for three years, they changed and then it changed again. There was one year they changed twice in one year. Oh my gosh. Yeah. So think about how the employees and nobody was thinking about the employee experience. Right. You're like, oh, the employees will be fine. Just tell them to log in here. Yeah. Or they'll log in there. And then, you know. Because a lot of times, for a long time, companies were just like, be lucky you got a job. Yeah. Yeah. Yeah. I can.

[00:31:57] I've heard CEOs tell staff, like, look, I can always put another butt in the seat. Yep. So good stuff. Just wanted to share that stuff. And before we close this out, I have a question of the day for you, Brian. And for those of you that are listening on live, thanks again. And on the recording that's going to post.

[00:32:19] So do you believe that payroll professionals should have more control over the data-driven duties that impact payroll? So, i.e. Employee changes, rehires, terms, et cetera. Yes or no? And why? I think we already do not control, but I think we already play a major role in that.

[00:32:49] Well, yeah, I guess it is a good question because I guess it all depends on how vocal you are as a payroll person. It's about what policies are more so what SLPs or processes you have in place. Are you auditing certain data?

[00:33:10] If you're not responsible for entering data that drives the output for payroll, then you should at least make sure that you yourself or the other teams that have the hands in the pot are auditing that data. You know what I'm saying? Like, be the driver of that. If you don't have any more control over what goes into the system. You've got to raise the red flags. Yeah. You've got to say. I like what you just said.

[00:33:38] Like, if you don't have the control, you at least have to be the squeaky wheel and say, hey, my data is coming down to me bad. Right? Because, you know, payroll processes already approve data. Right? Right? So if the data is coming down bad, we're responsible for the end result, the end product. Right?

[00:34:02] We talk about it all the time how payroll professionals got to get the raw deal on the – my benefit deduction is messed up. I don't have – that may not have anything to do with you. I may not. But you're going to get the brunt of that blow anything that happens on the paycheck. Look, it happens in payroll, right? Where they expect you, oh, you should be catching this. Yeah. Because I've even said it myself. I've even said it myself. And I still feel like this, right?

[00:34:29] I feel like payroll pros were kind of like the last line of defense, right? We're like those free safeties back there. Yep. Or like the outfielders, you know. Yep. You know, they have to make those plays out there in the outfield, you know. And I think that is kind of what – or another – if you like hockey, like Laurel at, you know, Payorg. At Payorg, yeah. With the goalies, right? You're kind of the last line of defense.

[00:34:55] So there are certain audits that you can run to try to, you know, mitigate against certain things happening. But if there's a lack of communication, if you – look, like for instance, if you don't know somebody is terminated and they're still active in your system, nobody communicated that to you in the payroll as a payroll pro, there's really nothing that you can do about that in most cases, right?

[00:35:19] And so I think that me personally, to answer the question, of course I would – and it might be a complex that I have, so I might need some more therapy. It's about control, like being in control of that situation and making sure that it all goes the way that I would like it to, right? And I think that's what it is for me is, yes, I would love to have more control over stuff that impacts payroll.

[00:35:48] I would love to at least be a part of it, seeing like what changes happen, rehires, terms, those different things that will drive that output and drive that pay for that person, right? Because people I think would love – because this is kind of what I learned from you when we met 10 years ago or whatever.

[00:36:08] Or like if you can give them a number – give the C-suite a number or quantify like how much you can save. Yep. Like look, just because we implemented this audit, we're able to save the company this much. Or we caught this and we prevented this. This is how much overpays we had last year compared to this year because we implemented this one small audit or whatever it is.

[00:36:34] So for me, the answer is yes and because I like to be in control, I guess. No, I'm just kidding. Yeah. No, I think, again, yes, we should have more control. And if we can't, we definitely need to be reporting the red flags. That's it. I think we kind of strong arm it.

[00:37:01] Like you said, you got to attach the whys because we could – because if not, it just sounds like we're complaining. Yeah. If you don't attach the impact to it, it sounds like we're complaining. And it's like, what are you complaining about? Oh, I'm complaining about this. If you don't do this, this is what happens, right? If you don't fix this part, this is what happens. If we don't terminate in a timely manner, employees get overpaid. Yep. Period. You know. So, yeah. That was good, man.

[00:37:31] Great topic today. And thanks for joining, folks. Thank you for tuning in. See you next week. Peace. Peace.