Keegan Peterson Würk

How to Turn Employees into Assets with Keegan Peterson Soar Above Success #10

Keegan, the owner of Würk prides himself on creating a pleasant Human Resource experience for companies. Würk allows companies top-tier access to the best HR systems available on the web. In order to maintain transparency, Würk implements a full suite for an easy way to manage time sheets, trainings, tax documents and payroll. Keegan also shares tips on how to ensure your employees remain loyal and engaged in your company.

What you will learn:

  • What’s the importance of payroll
  • Why partnering with outsourced companies can help your business
  • What is Geofencing
  • How to avoid a lawsuit from your employees
  • Why an audit trail is important
  • How to turn your employees into assets
  • Why you should care about culture at your workplace
  • The importance of investing in your employees
  • 3 things you can do to keep your business competitive
  • How to keep your employees motivated
  • The importance of Agile methodology

Important Links:

www.enjoywurk.com

https://twitter.com/enjoywurk

Yury: Hello and welcome to the Soar Above Success Podcast my name is Yury, I am your host. Today we have Keegan Peterson with us. Keegan has a passion for helping organizations improve the quality and quantity of their workforce by utilizing technology solutions. He loves building strategies around attracting and retaining millennial workforces and consumers.

Keegan’s specialties are Workforce management, Business analytics, hiring software, hiring process, Learning tools, Employee training, Employee scheduling, & Enterprise Sales. Keegan it is a pleasure to have you here today. Welcome to Soar About Success.

Keegan: Thank you Yury, thank you very much. Quite the introduction, I really appreciate it.

Yury: Keegan I understand your deeply involved in the HR space and your company’s name is Wurk. Why don’t you tell us a little bit more about how Wurk got started and how you got involved in HR.

Keegan: Yeah, absolutely. I have spent the last 8 years, my entire career selling, implements, and consulting HR technologies in the retail industry. A friend of mine had owned a large dispensary group here in Colorado in the Cannabis industry and was asking me consistently for advice on tools he needed to run his business more effectively and to manage his employees.

I would give him advice on what to do, I realized there was a gap in the market for providing technologies to manage employees in this space, so I started Wurk. Wurk is now a HR payroll company software and service company in the Cannabis industry.

Yury: Very interesting. Now Keegan, does being in the Cannabis industry as I understand is a very underserved market. How does the market itself influence the actual HR processes as far as payroll? Would it be the same as the retail industry? What parallels can you draw from the retail industry to the cannabis industry?

Keegan: It’s fascinating to look at it because a lot of this is tied to tax dollars. Payroll is about 1. Paying your employees, and 2. It’s about the government finding an easy channel to tax employers. With that said, the government makes it easy for any industry to collect taxes on the employees. The laws are very much the same across all industries, including cannabis.

Because it’s an underserved industry they have these requirements of paying employee taxes. They just don’t have a channel to do that. They don’t have a channel to calculate taxes correctly, so it provides a big risk to their business. There is that aspect of it, there is also the aspect of paying your employees in cash, and a lot of other things that we do that make it very specific to our industry.

Yury: Is the cash an issue dealing with the employee’s payroll? I know you mentioned it’s a cash based payment system. How does that affect the way you operate with payroll?

Keegan: When you look across the entire United States there are 160,000 employees in this industry, 90% of them are going to be paid in cash, 90% of those businesses are paying their taxes in cash, so it is an issue. It’s not only an issue for employees, and employers tracking wise, but it’s really important everybody gets paid on the same day. Which means a lot of cash walking out of the business at the same time.

That is dangerous for employees, for consumers, for folks who live in the neighborhood, so we are creating solutions to help solve those issues.  

Yury: I can see that being very challenging when you bring a briefcase full of money to work, just to pay everybody out. I am sure you can still record things in a digital way, but a lot of it still has to be counted physically.  You still have to deal with that physical element.

You’re not dealing with credit cards, or transactions that are based electronically. How are you managing the payroll situation? Are you issuing them a slip, where they have the amount? Or is it they are getting a check from you, and you are dealing with the cash? How does that work?

Keegan: We have a solution for both the banked and unbanked population. For folks that have a bank account, which is a few, we run payroll as usual. We pull money from their account and push it to their employees. For the population that is unbanked, which is a larger population, they calculate their payroll taxes, and we calculate how much they pay their employees, and we give an audit trail through our systems, we have employees sign off that they have been paid, that the taxes have been populated correctly, etc.

There is still that audit trail. When they do give a bank account, or they go to pay their taxes, there is no discrepancy on how much has been paid.

Yury: So everything is pretty consistent. You strive to make sure that every employee walks out the door with the right amount of taxes, the right payroll, with the right payment, even if it’s cash based, so everything is consistent. Is this more of a backend that the employer can access and track all this? How does the tracking work for the employer.

Keegan: It’s a full suite platform. We look at the entire employee lifecycle, from the day you try to attract an employee to your business, all the way to the day the employee decides to leave. Anything between that process were trying to put the technology in the hands of these business owners, to track or automate this process.

 

When you look at that lifecycle, from the day an employee is hired, to the day he is getting his paychecks, to the day he is doing his performance reviews, to the day he is on the schedule. There is an automated system that tracks all of that.

The business owner from a high level perspective can see how compliant their business is. If they ever get questioned or audited by ICE. Ice is the big body for the department of labor, they can then drill into a specific occurrence that is being questioned.

It gets very granular, to the point of being able to track something that happens in the system. It also gives the high level view so they have the perspective and know where to invest their time, there money, there assets, etc.

Yury: In a way it makes it transparent for all parties, even government agencies. If they want to investigate someone, they can say we have everything documented on this online platform, go check it out, go access it, here is the access credentials.

Keegan: That is exactly right. It provides visibility to the business owner, to the managers, and to the employees. The employees have access to their pay checks at all times. W2’s, any forms that they fill out, they have access and ownership of that information.  That’s what’s great about the system, everybody involved gets to be a part of the process, gets to participate in the process, therefore there is a lot less questions.

Yury: Is there anything besides payroll that Wurk helps with? I know it’s a full HR suite, what other aspects are a part of that suite?

Keegan: Payroll in every industry, is the thing that everybody absolutely needs. `HRIS, allows folks to onboard their employees, track performance and credentials. Through the onboarding process we do the I9, W4’s which you have to do for all your employees. If you’re missing one document, it’s a $36,000 fine.

That is one aspect of our system where we provide a lot of value. We also do time tracking and scheduling. Creating schedules for your employees, having them clock in and out, everything is accessible via a mobile phone as well. You can geofence and clock in and out from a facility. We do time clocks, and were building additional services, and solutions that will Agile our products.

Yury: When you say geofence, what does that mean? Is that a vertical fence, when you access the system you’re on the clock?

Keegan: It triangulates where you accessing, so let’s say you work at a big manufacturing facility, we can geofence that facility so employees can only clock in when they are inside that facility with their mobile phone. We’re moving to the mobile workforce, especially with the millennial generation. We have to provide solutions that they can carry and use all the time.

Then you also have the problem of how do I know they are actually clocking in from work and not from home when they are eating breakfast. That’s where the geofencing came into play.

Yury: When you’re a cannabis employee I imagine you cannot really work from home. Unless you have a virtualized system that operates all your manufacturing processes. I imagine that is down the line, and not everyone has access to something like that.

The geofence basically allows you to maintain that level of transparency with your employees and employers. No one needs to question if you were actually at work, it is a streamlined easy system, so you don’t necessarily have to question. You don’t have to tarnish a trusted relationship with employees, it is extremely transparent.

Keegan: That is a key issue that you brought up. A lot of times, employees don’t want you in their business. They want to feel like you trust them, by you trusting them they feel more empowered at work, and they enjoy where they are working.

There is always that balance of how much do I trust my employees, how much leeway can I give them? When you have these tools in place, the tool provides the security for the business owner and employee. That conversation gets thrown out and does not need to happen.

Employees know this is the technology that is going to track this. I can’t cheat this system, and I don’t have my boss asking me if I checked in for work.  

Yury: That makes things so much easier. It removes that uncomfortableness, when you’re dealing with employees. You can avoid those situations where you wonder do I have to pay you for these hours because I don’t see any work, there was nothing to show for it.

The employee can say I was actually there, I got all these emails, and emailed these people for you. But there is no result so it eliminates that whole uncomfortable situation. You don’t have to question anything. It’s just there and it makes everything streamlined.

Keegan: We are seeing class action lawsuits for the workforce are at an all-time high. They keep getting bigger and bigger every single year. It’s been some time since I saw a statistic, but there are over $100,000 paid out per employee for a lawsuit. So when we start to think about numbers like that, it’s important to have a system in place to protect yourself.    

Yury: Not only are you dealing with time saving, eliminating the emotional uncomfortable, dealing with the employee, you’re also dealing with mitigating a legal situation. That is a big one, and I can see that as a very big selling point for Wurk. For anyone who does not want to deal with a lawsuit from an employee.  

Can you give us an example of what a lawsuit like that looks like? Have you actually seen one first hand?

Keegan: yeah, I was working with a lot of fortune 500 retailers. If you google any fortune 500 retailer, and google employee law suite, just about every name you can think of has gone through this. Each of the major brands starts in the multi millions and goes up and up. I don’t think there is anyone who has not been through it.

It stems from misclassifying employees, to not paying overtime correctly, to not offering benefits, the list goes on and on. It’s not that these companies do this on purpose. It’s that something slips through the crack, or they don’t have a process or system in place to track this stuff, so it doesn’t happen.

That is where, when we talk about audit trail, when you have that you know your business is safe. When you don’t have it, you’re up in the air.

Yury: Fair enough for a business, it’s complex enough figuring out how to generate the revenue, keep it consistent, make sure your employees are all paid on time. Then you have that added difficulty of making sure you are not getting sued by those employees you just paid on time.

That helps mitigate the situation, such a weird situation. Of course it is not intentional. No one says I am not going to issue a W4 to this person. It’s because there is just so much that goes into a business, and only so much that you can personally handle. Not everyone is paying attention to the same level that you are. Not everyone cares to the same extent about the business as you do.

Keegan: That is what I think is missing a lot of the time in conversation. When I met with these large organizations in my past life, all of these organizations are investing in their people. They look at their people, their employees as their biggest asset.

When you look at your expenses as a business owner, your employees are typically your largest expense. That is an asset, or a liability to you depending on how you treat them. We have seen over the years a shift in how can I make my employees happier, invest in them, and turn them into an asset.

Not only on the job they are selling a lot more, and happy with what they are doing. When they go home they are now recommending your brand or product to someone else. They care about it because they feel ownership in the brand. It’s interesting when you look at it like that. These businesses are trying to invest in their people, they are still making mistakes along the way, it’s not intentional all the time, the employees just want to be treated right. If they miss a paycheck, they get upset. It’s a very hard balancing act for these business owners.

In the cannabis industry there are even more problems. It’s a new industry, a lot of the things these the retail industry is used to having the cannabis industry does not have.  Were the only payroll platform in the industry.  If they are not using us, they are either outsourcing their employees to someone else, or they are tracking it on excel.  

Yury: I am sure we have all seen those excel spreadsheets that are very complex and only one person in the entire planet can figure out how to use it.

Keegan: When you see excel sheets with hundreds of tabs, it’s like holy smokes.

Yury: There needs to be a better solution for this. You brought up a very good point, Keegan. In that there is a massive shift in employees, especially in the Denver metro area, and the new technology scene. I have seen this across the board, not just in technology, but in all the industries that are being developed. Employees are becoming this central focal point of the businesses success.

It’s no longer that the employer is the higher personality, where you need to abide by all their rules and structure, where is it some sort of privilege to work there. On the other hand, it’s a privilege to have employees and people who care about your business.

The shift is, what I call a tech 2.0 shift. Where employees are becoming more and more accommodated for. We’re trying to establish a better relationship between employees and employers so you are not hating where you go to work every day. You’re doing it because it is something that you truly enjoy. You have the motivation of going there and representing the business in a high level way. You’re not just going there to go there.    

That is how, in the older generation how businesses operated. You groveled to your employer, you went to work, you dealt with whatever you had to. Now a day it’s what’s in it for me. How does the employee get the most out of the employer, and vice versa?

Like you said, happy employees equal more productivity. Equals more business, more revenue, and at the end of the day, less headache. They are not inclined to sue your business, because they had a great time working there and they truly respect the relationships they have established with the owners.     

That is a really key point, and I feel like Wurk is doing just that, for not just the employer, but the employees as well. Creating that level of transparency, that is so key.  

Keegan: You hit on a great point there. It’s well deserved, everybody should always be treated with respect. Especially a business owner having employees, those employees are building your company for you. If you don’t respect those employees, provide for them, and invest in them, I think is a sad thing. That is a whole different conversation.

With the change in the generation, you now have to treat employees differently. With our parents’ generation, our parent’s parent’s generation, they worked for the same company for 50 years. They wouldn’t quit no matter what. Now we have this millennial generation that will quit within 15 minutes, because they are not happy, or they feel like they are not being invested in. Business owners have to change the way they are addressing employees, and provide a different work environment to keep people happy.

Turnover is very expensive. An average retailer spends 7-8 thousand dollars in training before they start to produce anything. When you are turning over 100% of your workforce every single year, you have 100 employee’s X $8,000. That is money you’re just leaking away.

I feel like the millennial generation is a little demanding, to what their expectations are. Maybe rightfully so, maybe not. Business owners need to adapt if they want to remain competitive.

Yury: Is that sort of overturn also reflective in the cannabis industry? I imagine in the cannabis industry it would be even higher, because a lot of the jobs are redundant physical labor type jobs. Of course there are the Budtenders, and the face of the organization, but there is also all the behind the scenes. The growing, the manufacturing, the trimming, the actual production of the product.

That takes a lot of work, and it’s pretty monotonous. If you have ever done any gardening, there are certain requirements that plants need, they don’t really talk to you. You go in there and do your thing. You have to keep doing it to make sure the product is produced to a certain standard. Are you seeing a higher level of turnover in the cannabis industry?

Keegan: Higher actually. There is a company we are partnered with called High with Reward which is an HR consulting company. They did a study on employees in the workplace in the cannabis industry, and found that 90% of the employees they surveyed look at cannabis as their career. Not just a job, but something they will do for the rest of their lives. You probably can’t find that in any industry.

When they asked the next question, which was would you recommend your job to your job to a friend or family member? They said, no I wouldn’t. 50% of them said no. Now you have a population of people who love this industry, love their job, however they don’t enjoy the people they work for. That is a big problem.

I have never seen numbers like that in any other industry. There we are missing the boat in this industry, somewhere, somehow, someway. Whether it’s providing benefits, providing a good work environment. We have not figured out exactly what it is, but there is really high turnover in this industry.

Tools like Wurk provide a way to invest in your employees, give them ownership to receive their information, their schedule, their availability, things like that will slowly turn the needle on that turnover.   

Yury: One of the ways to turn the needle on that is through training. I understand you’re a very big fan of employee training. Does Wurk offer any solutions to employee training? Are there documentations you have in the employee portal? Do you have the resources available for the employee that is consistent across the company?

Keegan: One of the portions of our HR module is tracking training and certifications. We want to give the business owner comfort in knowing that their employees are trained correctly on the job at hand. For the employee it provides them a portal to see they made progress in their job. It’s almost like a resume.

We are investing heavily in the training of employees. Our company is moving in that direction. The first reason why someone leaves an organization within a couple of days of starting their job is because the training is poor. It is extremely important; we are investing heavily in that.

Yury: Now are you actually providing the training resources, or is it up to the employer to provide those resources and upload them?

Keegan: Both, we have a lot of out of box type stuff that you see across the industry. We are also partnered with Highest Reward, which is customized training HR policy procedures. We are developing content that is going to be specific to the industry.

A lot of different things to get the content into the hands of the business owner and employees. A lot of these business owners, the larger shops, they want to have their own branded material. A lot of them are creating their own material as well, we are giving them the avenue to communicate it to employees.   

Yury: That is a really key system as well. I have been in these mundane corporate training programs, when I was at a very large, $30,000,000,000 company, I worked at one of those. The corporate training was the driest thing on earth, and I don’t think anyone paid attention to it. In fact, I know my colleagues that I worked with would tell me to click through it and not even read it.

To me that elicits a very large problem. Not only is the training material really dry, and not very effective. When it is really dry like that it is a waste of resources and time. The employees are not engaged; nobody really cares about it. Then when you are quizzed or questioned on it, trying to bring it up to a practical use case, you don’t remember any of the material.   

It’s more so abiding by protocol, then benefitting anyone in a real practical way. What is a method for a business to move away from that dry training material, and move into something that is more exciting and more engaging?

Keegan: As a whole, as a society, as a world population. We have made huge strides in understanding how people learn. When you look back to when we were kids, sitting on those really uncomfortable desks, taking an hour and a half, to 2 hour long classes. In that 2-hour length of time, you only absorbed 15 minutes of material.

Now that we have seen these studies come out to prove that, we are building material that is much shorter.  Instead of watching a 2-hour video, we are watching 10 5 minute videos. We are watching one at a time and learn more in that time.

Then our brain moves onto the next thing, we learn something completely different. It keeps on going on and on and on. Being familiar with that process, and how people actually learn is more important today than it ever has been.  We are starting to see that in a lot of the content that is coming though the Apple IPhone store. I think Bill Gates invested in this eLearning company that only does lesions in 15 minute increments.  

You can basically go to college in 15 minute increments. There are a lot of people investing in the way that people learn. If you are a business owner, and you are taking the easy route and throwing in an hour long class that was recorded 10 years ago, shame on you. Your employees are going to feel that.

Yury: That is a huge issue, especially with our generation. You’re dealing with the mobile phone, you’re dealing with apps that are very fast, everything is scrolling and very fast paced. Basically your brain is on auto pilot when you’re scrolling. You’re finding things that are very interesting, and it elicits excitement very quickly. Then you move onto the next thing.  

Your attention span is extremely limited. Especially with new technology, and the demands of modern society. You just don’t have the luxury of sitting down and watching something for 2 hours. You’re going to get a text message within that time, you will get an email, someone will invite you to go out to an event in that time.

You have all these little distractions consistently. I completely agree with you, 15 minute increments, small chunks, is the way our brains are going. Especially with technology, that is really the way you have to absorb information. Even if you’re doing it 15 minutes a day, throughout the week, your building that material. Your building and absorbing that information for much longer.

I really like how you’re approaching that, and engaging your customers with that.

Keegan: You’re seeing it across all industries too. You look at development trends now, Agile development is the norm now, it’s standard. Agile development is small wins, small quick wins. You do it over and over again.  

What am I going to solve in the next 30 minutes? Ok, what am I going to solve today? Let’s solve it. You’re seeing that span across multiple industries. If you’re not thinking that way, you’re behind the curve.

Yury: I imagine Wurk is based on that same methodology. I’m sure that the employees you have are also abiding by those same methodologies. It’s all these springs, were going to get through this and get to the next piece. It’s a lot more entertaining to go work at that point, because you go home feeling accomplished.

You’re not working on this year long project, dredging when it’s going to be over. You don’t even see the results for another 2 years. With this the results are so instantaneous and quick. You get that satisfaction very quickly.

Keegan: it’s good on both sides too. It’s good for the employees, but it’s also good for the consumer. How software is developed in the past, like you said it took 2 years to get a product to market before you could even test a concept. You’re talking about getting someone excited about a product for 2 years, that kind of conversation gets pretty old.

Now you can at least get something in your hand in a matter of weeks. It might not be great, but you’re going to get feedback on it. You’re going to know right away if you need to make a change to solve this need for a customer. It’s better for the consumer, it’s better for the companies, it’s better for the employees, all around it’s better for everyone. Whether it is development strategy, training employees, it’s a good methodology to use.

Yury: That is such a cool way to do the trainings, to do business, to do everything. It is shifting the corporate mindset. It’s no longer about making this long marathon, having everyone chugging along. It’s more so making sure we all feel like humans. We feel we are rewarded for our skill set, for what we are capable of doing. Regardless if you’re the CEO, or an entry level intern who just started in the sales department.

In either case, everyone wants to have that same feeling elicited. At the end of the day, we are all still human. That is a very key piece that you brought up. We all want to feel good about what we do, we all want to feel good about our work. I feel Wurk is really doing that justice for the cannabis industry.    

Making it not so painful to manage employees and deal with all these nuances that most business owners don’t want to deal with. You’ve streamlined a process for a brand new industry, that allows people to enjoy the business they built. Not drudge the hiring, the employees, the management, all the things that they don’t want to deal with. You’ve streamlined that. With that, do you help with hiring as well?

Keegan: we provide the tools to make it easy for business owners to hire. Building a career page for folks to land on, see what they have available. We have a career portal for the business owners, when someone applies for a job. It gives them the ability to interact with that person after, even if they are not going to hire them.

We look more on the execution side of it. We work with people who are head hunters, to help fill the pipeline for our customers.  

Yury: You’re basically providing the tools and resources for the would be employer. Get them everything they need to get them the right employee with the right resume, with the right skillset, so they can whatever that piece of the business is.

Keegan: We look at our business as the execution portion. When I look at putting together a strategy, whether it’s an HR strategy, type of products was going to carry, there is a consulting aspect to it, and then there is the execution. Our software helps businesses execute a strategy.

Part of our implementation process, were giving them best practice, were giving them a lot of the strategy that we see across the industry. If someone needs a deeper level of strategy, they want to put it in the system. We will go to someone who specializes in that. We have a very strong network of partnerships, that we tap into to provide additional value to our clients

Yury: From your experience Keegan, what are the steps that an employer needs to take to hire the right employee? To make sure the message they are delivering is clear. I know that is a big piece of confusion is. When you reach that point when you have the revenue stream, you have the cash flow, and you’re ready to start hiring. Where do you start?

I’ve done this, I’ve put ads on Indeed, CareerBuilder, and monster. I’ve done that, and it was such a painful process. Once that person comes through the doors, you get the email, and you think- should I call them, should I review their resume?

How do I get them to get motivated to come back? If I respond to them a week later, do they even remember applying to your company? That is a key issue that I see constantly coming up with businesses. Especially new businesses and startups that are dealing with that difficulty of finding that right employee. What kind of advice can you provide as far as the hiring process is concerned?

Keegan: I actually wrote an article on this a year or so back. The first piece of advice is to come up with a method to get a lot of applicants. When people go to hire someone, especially in a new business, they have so much going on that they just don’t have time to recruit. They are interviewing 2 to 3 people for a position, instead of 20 to 30 people for a position.

The first step is whether you’re doing it over email, or if you have a career page, or if you’re using Monster, Indeed, or one of those companies. Find a way to attract, or digitally get a lot of applicants in the system. Be very clear on what your expectations are for the job. Give a summary of what your brand/culture is like. What’s the cause that your company is behind.

A lot of the millennial generation are very cause oriented. They want to know that not only are they working for you, but your company is investing in something other than itself. That is good for upfront. Once you get down to sitting with a person and interviewing them, it’s very important to go through the mission of the business.

Where do you see your business going, how are you investing in your people, what is the cause of the business, and how can that person get involved in your cause. Your business needs to be about much more than itself, and portray that in an interview. That will help you during the application process get very good candidates.

Yury: Are recruiting agencies a good tactic? I know that is sort of the next step, they have figured out the whole playing field. They will give you the filtered candidates that are more or less qualified. These are the cream of the crop that we have found. Are recruiting agencies a good strategy for employers as well?

Keegan: Absolutely they are. They cost money, there is a reason you are paying them a lot of money. They find really good candidates, anybody that’s recruited anybody to work for a company knows how difficult it is. Especially right now, in the technology industry, it’s hard to find good quality talent right now. When they find a spot they don’t want to leave, they are investing so much in these employees.

Yury: That is a really difficult thing for a lot of people to deal with, that there is not a whole lot of talent left out there. In my generation when we were brought up we went through the 2008 crisis, and at that point there were literally no jobs available.

I graduated in 2010, which was right after. Once you get spit out of college they say okay go get a job. There was quite literally nothing available. You would grab anything that was there. I think in Denver we have had a little bit of a shift. Especially with the technology field.

There are so many good employees that came out, because they had to bust their ass to get better at whatever they were doing. So they can work for the bigger companies, they could get a bigger salary, and now they landed these great jobs. You’re right, they don’t want to leave. They are there for as long as they can be, until their resources are exhausted, or they are not learning anymore or get bored and what to switch career paths.

It’s usually up to them to decide where they want to go. The employer needs to be very attractive to become a partner with their organization. That is a key piece of information that many businesses overlook. You want to be as competitive as possible, and in this market you have to be. There is no opportunity to fly by the waist side.   

Keegan we are getting close to time here; I really appreciate you coming on here at Soar Above Success. I have learned a tremendous amount about Wurk and the cannabis industry. Information on hiring, that was so valuable. What 3 things can companies do to keep evolving, and stay above the curve, and stay competitive in this ever changing environment?

Keegan: The number 1 thing, they need to take a step back, really understand their consumer, and what their consumer is looking for. Then they have to build and employee base to provide that service to the consumer. When they built that employee base they need to understand who’s going to be the best person to interact with your consumer? Who’s going to be very passionate about the job? Who’s going to love and be passionate about your brand?

1st you need to understand your consumer, then build a workforce to provide for that consumer, and the 3rd thing is to continue to invest in your people every single day. It’s not just through benefits and things like that. People like that, but they want to know that you care about them as a person. That you are furthering their career, that you are furthering them as a person.   

Finding ways to invest in the people that are around you. 1. It’s going to make you’re like a lot better, it’s fun being around happy, great, hardworking people. 2. It’s going to make a world of difference in these people’s lives, that is what we’re all here for.  

Yury: To treat your employees with the utmost respect and not just throw benefits at them. I guess this comes from the manufacturing industry transitioning into the technology field. We’re not dealing with the hands on physical labor anymore.

At that point it was skilled labor. Now we are moving into skilled labor more on the internet, and virtualized side. You have to keep people entertained, happy, and motivated. There is a lot less of that social interaction, especially from a developer, someone who is in high level code. There is very little human to human interaction in that case.   

Where in the manufacturing industry 40/50 years ago there was a lot more interaction. You’re in a group setting and can communicate with anyone you would like. You can walk down the aisle and see all your friends that day.

In this industry you are constantly thinking about your code, or that task that you’re doing. I feel that sometimes there is a lot less interaction and as an employer you have to bring that up. That is why we have so many of those great team building activities.

All these benefits, you have the unlimited vacation, I know that is getting more and more popular. What that does it says I trust my employees, you guys do what you need to do. From the employee standpoint they say hey they trust me enough to go anywhere. It’s a fine balance, and you won’t abuse that.

You’ll still go for about 2 weeks, even if you have unlimited vacation. Your vested in the company, and want the organization to succeed. You believe in that message and that mission statement like you mentioned.

Keegan: I think you look back, even in history. I know we’re closing up here but when you look back even to a manufacturing facility like the Ford Corporation. Henry Ford found a way to invest in his people. He paid everybody in his factories more than anyone else did. He wanted them to afford, to drive a car.

You look at Google who created these work environments that blew everybody’s mind. People wanted to work at Google because then they can have a bed next to their desk. Get free lunches, and free haircuts. If you think about it, you can get very creative in how you are investing in your people. More than just a paycheck and benefits. You can look at history for some of those answers.  

Yury: When you are not dealing with the individual, and the nuances of the business, the operational side of things. When you have a company like Wurk doing that for you. You can take the time to focus on building that organization and the team that you want.  

Keegan: that is exactly right. Don’t get your bogged down in the paperwork and the things that don’t matter. Let someone else do that for you. Someone who will get it right every single time. Then you can spend time with your employees, your business, and your consumers.

Yury: Exactly. It’s a very similar concept with any outsourced development company, a marketing agency. We can’t be everything to everybody, were not specialist in every field. A business is a business to the market they serve.

When they get hit with a curve ball, when they have something difficult they don’t know how to handle. Most of the time there is a professional organization, like Wurk, that can manage it effectively and do it right. And do it right every time.

When you deliver that material to Wurk, you have a headache free environment. You can focus on more revenue, more money, better employees, and higher satisfaction. Keegan it’s been an absolute pleasure to have you on the Soar Above Success podcast. Where can we find more information about Wurk?

Keegan: Absolutely. www.enjoywurk.com, You can also find us on Twitter at EnjoyWurk at well.  

Yury: Thank you so much, and all the links will be provided in the podcast page at WPSoar.com, so feel free to access that page. Find this podcast and all the links will be provided there.  Keegan I want to thank you so much for being on the show. It’s been a pleasure getting to know you. Hopefully we can have you again soon.

Keegan: Thank you, it was great meeting you.

 

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