@Christy Ray I cannot wait to see what your future holds - it is bright ☀️

@Davide Cerretini 🤣 Oh my. We call that a great culture.... one that is so clear and palpable, people can decide IMMEDIATELY if they want to opt-in, or out. Sounds like he opted out LOL.

@Davide Cerretini There should be a "laugh reaction" 😂 I'm torn on that perspective simply because I know people who conceptually, genuinely WANT to be better at managing their time, but they have some emotional hangups and behavioral patterns that they need to overcome and that is very, very hard work to do. It can be the same level of difficulty as overcoming an addiction (and often times, it could be an addiction that is preventing them from managing their time better.) It takes very deep neural rewiring to fix those types of behaviors. As an employer, that's simply not an accommodation we can make, but we can always recommend therapy and coaching. But I have seen people make behavioral changes during their employment and it's incredible to witness. Those instances are few and far between, but they are possible. I agree that often times it takes a priority-shift to permanently fix the behavior... and I'd argue that a priority-shift, on a biological level, is actually neural rewiring.

@Davide Cerretini I think most restaurant owners are in the same camp as you, brother! And I believe most employees have that experience... where a restaurant doesn't tolerate their inability to perform the most basic expectations, and are therefore terminated within 6 months. The average employee has 2-3 jobs per year, for exactly this reason. I'm certainly not suggesting all employers need to invest in soft-skills training, coaching, therapy....etc. I'm biased because I had restaurant owners invest in my own personal development. They sponsored me to attend a personal development seminar that changed my life. A year later, they offered me an operating partner role in the franchise. Did I have to show up, do the work, change my habits, behaviors and beliefs? You bet. But their belief in me and their investment in my development as a human, changed the trajectory of my life. I also think I'm the exception, not the rule. But I caution against cynicism and skepticism as a default mode of viewing our workforce. I think we increase our surface area for "luck" and "synchronicity" when we default towards trust and giving the benefit of the doubt, and let our policies and systems take care of the rest. I measure punctuality, and facilitate 30-60-90 day reviews, so my staff will know if they are on the verge of being terminated. AND, they'll also get the best version of me, coaching from me, and be given as many resources as I can afford to turn it around and become a better version of themselves. What they do next is up to them. But the 1 to 2 people who think, "Wow, my last boss would've just fired me, Tucker seems to really care, maybe this place is different? Maybe I can grow here if I try harder and step up my game?" are worth the extra effort. Those types of people can become "lifers" who give 110% for 18-24 months, then hopefully move on to something even greater in their career. I look forward to our call, David! It will be fun 🙏