Exactly. Yeah. So strategic vision is really the purpose everybody's working for in the company because people want to work for purpose. Okay. So newsflash to everybody, money's number three on the list. People don't go to work because money's the number one thing. If you think that, you really have to change your mindset. Okay, because you'll never keep anybody. If it's truly money, then they'll sell you out for 50 cents an hour and move down the road. Right. Right? If it's truly money. The number one thing is purpose. Okay? The number two thing is recognition and quality feedback. The number three thing is quality pay. Okay? Notice I said quality pay. I'm not saying people, they want good money, but that's not what drives them. Right. It's the purpose. And when you have a vision, when you're a vision driven business, everybody in your company knows exactly what you're trying to achieve because the vision is unfulfilled. Right. So we're looking forward 18 to 24 months. What is going to be now what it is now. And when you lay that out and then everyone knows where they're the hero in that part of the journey, how would they do makes the difference to make that get fulfilled. That changes the culture in the business. Now everyone comes to work with purpose because they don't want to let each other down because we're trying to fulfill this vision. And when I do have to let someone go, it's because they can't fulfill the strategic vision. Yes, they may be incompetent, okay? But the reality is the outcome is they can't fulfill the vision. They can't be here. We have a vision to obtain, right? So when you drive that way, people are, it changes kind of the mindset inside the business and it gives that complete direction. You got purpose. Then you got recognition, meaning you're doing a good job. You recognize them either publicly, privately, both. But also you give them quality feedback. Hey, Brad, man, you're kind of not hitting this right. Let me show you. Can we try to fix this here and get you back on track? Because I don't know if you're struggling here or what. Oh, sure. Okay, fix you up, boom, back down the road you go. Right? That's quality feedback. If it's done right, it's the good correction, right? Let me just help you be a little better. And then you've got your pay. Then you work in the quality pay after that. But you get those first two, they're going to stay because the hardest thing is retention, especially in the trades, in construction. These guys are skilled. They're skilled workers. But if they're going and being treated like crap, which most of them are. You know, they're pushing so hard from the sell, sell, sell while they're doing their job, right? You get these systems where, hey, you can make more money, and everything's based on you selling more, selling more, selling more so that you can earn an income when you're a plumber. Okay, that's a hard mix. Now, there's some great guys out there. I have one here local. I was talking to his wife who's here at my offices here, and he's a project manager for a mechanical company, right? And I said, oh, yeah, well, he's a project manager. And he goes, hey, he does some sales. So, yeah, what does he do? He goes, well, last year he did $3 million in sales. I go, and he's a project manager? She goes, yeah. I go, okay, you are married to a superstar. She goes, yeah. I go, holy cow. Will he be on my podcast? So I'm going to bring my podcast. I got to talk to this guy, you know, because that's something, right? But some people are good at it, but others aren't, right? So it's all about building that vision, and everyone knows where they fit. Again, back to the mystery work, right? They don't want that. But they also want to know they're making a difference in different ways.
