How To Conduct Compensation Reviews

On the heels of “When to Ask for a Raise,” Dr. Kuba and Bethany tackle the other side of the coin today. They dive deeply into the subject of annual compensation reviews. What are they? How are they different from performance reviews? What does the employee gain from them? How do they help the practice? Are they really necessary? No matter how big or small your practice may be, annual compensation reviews can reap numerous benefits, and this episode unpacks how to prioritize and maximize these annual meetings.

Previous Episodes Worth Revisiting:
Excessive Time Off Requests and Absences
When Team Members Complain 

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Transcript

0:01

are you looking for a podcast where you can hear from real people regarding their real Dental drama if so then

0:09

you've come to the right place join hosts Bethany Penny and Dr Reena Kuba as

0:15

we dive into the solutions we've created and the mistakes we've made while

0:20

managing Dental drama let's get started hey friend hey

0:25

I'm kind of crusty right now uh-oh why because the Lions lost yesterday or no

0:30

wait what happened they did lose yesterday didn't they they lost yes they lost to the commanders no oh yes yes and I think the

0:38

Eagles just won today too did they oh I didn't know that and to all my commander

0:45

and uh Eagles colleagues if I'm hurting your feelings I don't care I'm a Cowboys

0:51

fan America's team chops my hide I wanted the Lions and I wanted the Rams

0:57

and the exact opposite has happened oh I'm sorry that's I have no words of

1:02

comfort for you because I have zero opinion on the matter so I think you are

1:09

being uh neutral Nelly cuz clearly you're a Cowboys fan

1:14

you're in Texas actually this would offend your husband to know that that we've somehow raised a son that is a fan

1:21

of the Buffalo Bills what I know how why he he watched a documentary on the

1:27

Buffalo Bills recently when they went to the Super Bowl four times in a row and lost all four times I think that's

1:33

that's why I I mean I should be in Camp Buffalo Bills but I you you want to root

1:39

for the losers you know and why I wanted to root for the Lions I know I know I know but yeah so we're we're I guess

1:46

kind of secretly rooting for the Buffalo Bills H how about that yeah maybe I I

1:52

definitely don't want the Chiefs to have a three-peat I definitely as much as I love Taylor I don't care about that so

1:59

they don't they don't need to go back yeah all right well if anybody's still listening because I'm sure I've offended everybody now except all my America's

2:06

team folks I'm sure y'all are still here and feeling my pain right now stupid Eagles yeah stop it now two of them do

2:14

you want to do this podcast today or not cuz I'm about to sign off here too I told you I was crusty two of them anywh

2:20

who um I wanted to talk about back to business I wanted to talk about cuz we're we're getting ready in our in my

2:26

office like you're about to help me with our compensation reviews which we always do in February not the most glamorous

2:32

topic for sure I'd rather talk about football and the Super Bowl however um I think we've talked

2:40

some especially the last podcast we just talked about asking for a raise which yeah on all aspects but I think um

2:47

that was a very important episode as well um and hopefully had some good nuggets for everybody um but I think now

2:54

talking about the compensation review I kind of wanted to talk to you personally about wait now what do we need to get

3:00

ready again for this and then I thought why don't we just turn it into a podcast unless you had a better idea are you

3:05

this is perfect timing and I feel like it's perfect coming on the heels of how to ask for a raise because I feel like

3:11

we were already on the topic of compensation we're just going to take it from a different vantage point and I think that's perfect okay so um and I

3:19

know we've we've hit on this before but I just want to kind of get it clear in my mind as well and kind of just um as a

3:24

starting point maybe compensation reviews different from a uh performance

3:31

review correct so can we start there and you just kind of remind me again what's the difference and why so so

3:40

compensation review and performance reviews in my mind should always be separate I would say most of the time I

3:47

see that they're together and I don't like that because of a couple reasons number one when performance reviews and

3:54

compensation reviews are tied together I find that the employee receiving the

4:00

performance feedback is not listening to the feedback their mind is on the compensation part like when do we get to

4:06

the compensation let's talk about the good stuff and so they're not really actually receiving the feedback so

4:14

that's my number one reason and number two is it's two very intense deep

4:19

subject matters and to pair those together is tiring do yourself a favor

4:25

separate those out so that you can prep for the one from a performance standpoint point and then it's a

4:31

completely different train of thought in so many ways to prepare for the compensation because I think in my mind

4:36

that they go hand in hand so it's kind of opposite of what you're saying because to me I'm like but you're not getting a raise if your performance

4:41

isn't good so shouldn't we talk about your performance and why you are or are not getting a raise yeah and you should

4:48

so I think this is where it's it's not that they shouldn't performance and compensation shouldn't go together it's

4:54

that performance should never performance review should never be combined with a compensation review

5:00

because the employee will not be focused on so you can talk about performance in the compensation review but it's not

5:07

going to replace their performance review and the employee needs it needs to be very public knowledge to the

5:13

employee by the way your performance review is completely separate from your

5:19

compensation review so that when they come into the actual quote unquote performance review they are only

5:24

thinking performance because they know and it's been made very clear to them that compensation is is not coming up at

5:30

this meeting so it clears the waters where they can focus on so I think the first time we did that like I want to

5:35

say we did it one or two times at my office and I don't know that I quite got that distinction it's after doing it and

5:42

luckily you were there coaching me through that but I think for me it finally dawned on me maybe the second

5:48

time possibly not till the third time but it was like oh I see what we're doing here cuz to me again they're both

5:54

just so married together they go hand in hand yeah but to me then as I saw you conducting the compensation review it

6:00

was more like this is your total package here and and I like that cuz I would

6:07

hear like my friends or my sisters talk about like their compensation packages in other offices which maybe that was

6:13

part of my reason of why I didn't connect it was because early on in the years of the practice maybe until year 6

6:19

s we didn't have a compensation package it was just your hourly like that's all it was yeah and so as we were growing as

6:25

a practice and being able to offer more things and the reason we wanted to offer more things was the retention part of it

6:33

and um so that became yeah wait a minute wait a minute hold on you do get these extra things yeah and after having an

6:42

employee or two leaving because they thought they they you know they wanted the hour dollar two per hour raise and

6:49

I'm like wait a minute they already but it's like they didn't know that they weren't thinking about it from a total

6:55

compensation standpoint and so I think for me that's when I was like

7:00

okay that's the benefit of doing this separate because we can remind them and say yeah you might be making 10 bucks an

7:06

hour but actually when you factor in everything you've made this year you actually getting compensated at

7:13

$13.19 per hour yeah and you're missing that and frankly I'm kind of missing it too I don't think about that I still

7:19

think about you at your hourly rate too you've had to stop me a few times where I'm like okay I know this person's going

7:24

to ask for a raise can I go ahead and raise them to 11 and you're like Kuba you're already paying them 13 and I'm like I am and it's cuz I wasn't thinking

7:32

about all those it was a good reminder for everybody so I guess I would say if you don't have other

7:38

things this is where I would encourage you like as soon as you

7:43

can make more things that rain and are attractive to your employees yes so that

7:51

would be the next question is can you really not afford it or are you shooting

7:56

yourself in the foot because you're ending up having to replace employees and every employee that comes in is

8:02

asking for a higher hourly in which case you could get away with not having to

8:07

give that if you had other means of like for example if you offered a 401k but

8:13

some of that is a tax benefit to you as well so is that not the smarter way and

8:20

so these are all more questions for CPA I by all means I'm not a math person or a strategic business e person but even I

8:27

get that like there might be other ways to compensate and I get a tax cut and I

8:34

retain my employees as opposed to no no no I can't afford to give you anything

8:39

even our medical like you know we we um I give like a stipend towards medical

8:46

we've done it different ways for years but now like I can say that I offer it

8:51

but I want to say there's three people in my whole team who take advantage of it yeah so I'm coming out ahead there um

8:59

and I can look at their total package and if they're asking for um a higher

9:05

hourly but they've never participated in the medical maybe I will give them a little higher hourly but maybe I won't

9:11

because I'm like well but you could take advant so it gives you more options to even protect yourself yes and I think a

9:18

lot of us miss that so to me that's what I like about this compensation review is because we're we're talking it doesn't

9:23

have to be any of the negative I think that's the other reason I like it just because the people pleasing me is like okay good we don't have to give you any

9:29

negative feedback this is all about look what this practice does for you yes so it's a chance to brag on ourselves

9:35

without coming right coming right out coming right out and saying it um because I let you say it for me um but

9:42

it's a chance to say this is what the practice is doing for you and then it's also like tell me your goals yes um and

9:49

we learned so much from that and it helps us from a strategic standpoint and so everybody who's sitting there

9:55

cringing at that going I don't want to know your goals and I don't want to be responsible for making you meet your

10:00

goals or I don't want to be the one responsible cuz you didn't meet your goals like I've felt all of that before

10:05

too but it really is really beneficial if you're listening to what they're

10:10

saying and then it helps inform strategic decisions throughout the year I will say I may have missed out on some

10:17

of those like Clues but like you going hold on a minute here she said this why

10:23

can't so we're back to again if you don't have a Bethany how do you like if you're like okay I've gathered all this information but I don't know what to do

10:29

with it we can try to talk about some of that here yeah um so that you do have some nuggets of which to go okay I see

10:37

where this I could keep the ball rolling right so I think that to me is now that

10:42

I'm remembering that's where for me I really had a hard time between going I don't I don't get what you're saying to

10:48

me how could how is it not a performance review but it's not yeah at least at

10:54

this point too because we do offer so many other things now I guess the other thing I would say is if you don't offer

10:59

maybe that's your chance to say hey what do you think is important to you like what would help retain you and maybe

11:06

you're not able to do it that year but at least you can look into it yeah you you can say I'm making my own goals and I know that additional benefits are very

11:13

important to team members I want to know out of these three options my goal is to

11:20

add one of these three options at some point this year as soon as I financially can what would be your preference and

11:26

why I'm trying to understand what one's going to be the best one for my team that's a great conversation to have and

11:33

it fits perfectly within the tone of this conversation because I would say the tone is also very different in a

11:40

performance review versus a compensation review the compensation review feels like business to me it's numbers it's

11:48

facts it's data it's informative for

11:53

both parties the practice owner and also the employee and so it just feels like a

11:59

very um clear clean cut conversation and

12:05

So within that to ask hey I I'm making my own goals I'd love to add a benefit

12:11

this year it fits very nicely into this financially motivated conversation if

12:17

you were to kind of bring that up in an individual performance review it doesn't

12:22

it's not the right subject matter the subject matter in that is we're looking at your performance as an employee and

12:28

what you need to do to improve subjective yes it's very loose boundaries and we don't know where that

12:35

conversation's going to go this clear clean very packaged data is a perfect

12:41

place to bring up additional benefits that we might add so two thoughts there one I think the other thing that I like

12:47

about it is it makes you feel more professional and like a company and so

12:53

to start getting your employees to start thinking about this isn't just like my place of work you know it's just the one

12:58

Dock and of us that work here we're just this office or this Clinic it's like no we're a business yeah and when people

13:04

start thinking about no I'm a contributor if this business another business is Target another business is

13:11

Starbucks you know my dental office that I work for is a place of business that

13:17

does change some mindset for people so it does add that color of

13:23

professionalism um and then I think the other thing you said was you know it's clean it's objective the number numers

13:29

the data I think that's the part that I start going where do I where do I start so can

13:34

we kind of segue into that now and go okay for anybody who's not done one of these or is afraid of doing it and it

13:41

just went okay what do you mean by data and numbers I don't even know where to

13:47

start yeah it's pretty straightforward it really is it it's straight math and so let's talk about a concept that I

13:54

like to call effective hourly wage so so we've got the $10 an hour on everybody's

14:02

pay stub it shows your hourly wage is $10 per hour but then we roll in this

14:09

concept of an effective hourly wage so in your particular practice we'll use yours as an example um you have multiple

14:17

additional benefits you've got holiday pay pay time off you've got the health

14:23

benefit plan you got the 401K plan with uh matching you've got

14:29

bonuses um you've got the uh mental health component where you can you know

14:36

get do counseling uh you've got team outings and and gifts and things like

14:42

that so there's a you have a very diverse package is what I would say so

14:47

let's assume that we're trying to figure out Sally's effective hourly wage to me

14:54

we've got to be really fair in how we do the math here so

14:59

I do not include anything in the effective hourly wage that did not go

15:05

into a bank account whether that was their physical everyday bank account or

15:11

their for 401 retirement bank account I don't count things like Dr Kuba bought

15:17

new scrubs for everybody so let's rope that into your total compensation now you can make an

15:24

argument that if Dr Koopa didn't buy scrubs you would have had to buy your own scrubs so in the you save them money

15:31

I just I don't like to artificially inflate these numbers I don't want to go oh you're hourly is $10 but we found all

15:40

this stuff that we could add to your total compensation and now you make $17

15:45

hour and then the person on the other side is going no I don't because I wouldn't have bought my own scrubs I

15:51

would have used hand-me-downs from other people I wouldn't have gone to Jade

15:56

Waters and hung out at the pool on my own so that was a really nice benefit

16:02

but as it I wouldn't have done it if Dr Kuba didn't pay for it so you don't want this to turn into an argument about how

16:09

that's not their actual effective hourly wage you only want to use things that went into their bank account so for me

16:17

those categories are your hourly wage plus any bonuses that were given out

16:23

through the year or financial gifts um like an end of year bonus some people

16:28

people may not do bonuses throughout the year but they'll do an end of year Christmas bonus or something like that that that went into a bank account um

16:36

PTO and holiday pay is a part of the compensation package and I'll talk about how to do the math on that in a minute

16:43

um and then the um health benefit plan to me any money that the doctor is

16:49

contributing to that health benefit plan counts so if you contribute if you pay $200 of the $500 premium well that's

16:57

$200 they did have to pay so that would be counted into their um compensation

17:04

package and then the last thing would be the 401K or retirement plan if I don't

17:10

count what they put into it I only count what the doctor contributed into that for a 1K account so that sounds like a

17:18

lot of math so let me break it down really simply if at the end of the year

17:23

Sally's hour hourly wage got her $110,000 then we would add on Sally got

17:30

a Christmas bonus of5 thou of $500 so now Sally's total compensation for the

17:36

year is $10,500 also Sally participates in the

17:42

medical plan and the doctor pays $200 a month okay so that's another

17:47

$2,400 that Sally would have had to pay that she didn't have to pay so now we're at 10,500 plus 2400 you'll have to help

17:55

me do math here 12,900 thank you so 12,00 900 and that's it let's assume

18:02

that that's all she gets there's no vacation there's no holiday pay nothing like that we would take

18:10

12,900 and we would divide it by the number of hours that Sally worked that

18:15

year so where do I find that number how do I know how many hours she worked that year so that should be within your

18:21

payroll system you should be able to easily pull a report or if you run it through your CPA your C CPA should be

18:28

able to pull the total hours worked it is often um collecting information on each

18:35

paycheck so if you pulled the last paycheck that you paid Sally it would be

18:40

on there um so it will be so it's easy enough to find I think back to me when

18:46

you first say that I'm like how the hell do I know how many like I got to go back and add up all the hours for every payroll I've submitted no it's it's

18:53

being tracked by your Software System that's right um could you like for us in dentrix could you go to the time clock

19:00

and put in the day like January 1st to December 31st you could and it would take it a minute but it would tell you

19:06

how many hours it that might be a quick and dirty easy way of doing it if you don't want to pull a report off

19:11

of your whatever that QuickBooks or wherever yeah exactly either way yeah

19:18

either through your your if you have them clock in and out through um your pay through your software then it'll be

19:24

there or your payroll system either place it's relatively easy information to find sometimes you'll have to do a

19:30

little bit of math if you're contributing to if you're matching what they contribute to their

19:35

401K sometimes that's not in a neat place you're having to go and find how much did I contribute again this year uh

19:43

in order to add that in but really if you look at the nuts and bolts of it it is simple math you take their grow and

19:50

by the way that's gross pay so you take their gross pay which is the bigger number before all the taxes are taken

19:57

out you take the gross pay plus any additional bonus um Health premium that

20:03

the doctor paid not the total premium because the the employee paid some of that and then if the doctor contributed

20:10

now um if you are an office that has holiday pay or um vacation PTO then

20:20

let's say that Sally let's go back to our example and say Sally had a week of PTO that's going to show up in her gross

20:28

pay that $10,000 for the year her PTO is included in that gross pay so you're

20:33

going to have to do a little homework and go extrapolate out how much of that 10,000 was PTO and so what I do is I

20:43

actually subtract that out of the 10,000 and I put that as a separate line item

20:48

so that the employee can see hey you got to go to Jamaica that is so fantastic

20:54

and during that week that you were in Jamaica you were still able to earn 5 $0000 that week so it's it's still

21:01

showing in the total but it's a separate benefit type line item and so then when

21:07

you and I sit together with employees we it's all on this Excel spreadsheet that your CPA created that's amazing but we

21:15

are able to just go through line by line and talk through each benefit we try to do a little bit of explaining why that

21:22

benefit is important why we added that in whenever we added it in um and we use

21:28

as a reminder of the benefits that are available so for some newer employees uh last year when we sat down and did this

21:35

I remember talking about the 401K plan with mult with a few employees at that

21:40

time that were still fuzzy on what is it and what does it mean she contributes I was able to pull up examples um from

21:48

just a neutral example that I have saved and to show I would do the math on that spreadsheet and show look at this if you

21:54

contributed $200 a month to your 401k Dr Kuba would also contribute $200 and look

22:01

at what it does to your effective hourly and I would put that $2,400 in and I'm like oh my gosh that jumps you up $2 per

22:07

hour because that is money going into your retirement bank account so it's fun to kind of inform like you're

22:14

financially advising them on all the options that they have available even

22:19

the um counseling which a lot of people uh take advantage of from time to time in your office but I remind them like

22:26

hey don't forget it's a line on item on here it's not included in your compensation so that's it's not

22:31

affecting your hourly wage but there's a line item here that shows you know that to as a reminder that that's a benefit

22:38

for you so it's just a good you're right it feels like a very business thing to do to sit down with the employee they

22:45

know once a year they're going to get to see what all they earned and what they're contributing what are they

22:50

participating in what are they not participating in what are their options for participating in on those things so

22:56

it's a very informative conv ation so just nuts and bolts though I would say like if you are like I don't have a CPA

23:04

that helps me with this and I don't have a Bethany that helps me with this how do I get started I would say you need to

23:10

figure out like where you find their last pay stub for each employee and hopefully you've got one that shows like

23:17

the end like December 31st that last pay stub and then go to the one that

23:22

includes January 1st so that way you've got the year's worth of on that final pay stub and then what whatever their

23:28

gross total was at the end of the year you've got that number and then you've got the number if your software tracked

23:36

uh if your payroll software track the number of hours and it's on that paper great then you've got it right there if

23:41

not you might have to go into your time clock do the same thing January 1st to December 31st of that year and see what

23:47

it pulls up for the number of hours that they clocked in for and then you take the gross and divide it by the number of

23:53

hours worked and that is keeping it simple and then if you look at yes like

23:58

if they had uh PTO or vacation days and depending on how you where you put that

24:05

in you might need to subtract that out um and go from there but I think for me

24:10

even even if we're not even talking about 401k and matching but even uh we talked about this briefly last time in

24:16

the in the last podcast about asking for uh pay if I remember correctly I think we talked about this but we had an employee that even just down to the

24:23

number of hours like you can see then cuz you're pulling up and looking at it you know if you're making your own paper

24:29

like I make my own notes even though we have the spreadsheet but I'm allergic to spreadsheets so I let you deal with that but just on my own I kind of keep track

24:36

on a piece of paper and I'm like okay I just like to see it on paper and I'm like okay so and so made $10,000 this

24:44

year and they worked 1,200 hours and this person made 13,000 and they worked

24:49

you know ,300 hours like whatever it is and you start seeing the trends and

24:54

you're like yeah you're right like all of these people that I recognize being there a lot not calling out a lot not

25:01

taking a lot of vacation whatever they all had the highest number of hours and then you got another employee that

25:06

you're like huh you didn't make very much and that's another fun one to go okay yeah you you know you you made this

25:13

much will you know you were kind of off this week this week this week or you didn't plan your vacation right like we

25:20

have peak time penalties in our office and it's like you know you you took your vacation uh you took your you know

25:27

5-year wedding annivers vacation right in the middle of 4th of July well who really cares about your 5year

25:32

anniversary like that it has to be celebrated in July if I was you the smart thing would be like go in August

25:39

or September when vacation places are cheaper flights are cheaper they're less

25:44

crowded like you're going to save personally by not going at peak times right that's just in general thinking

25:51

but then you were penalized this many days so it cost you $800 of pay that you

25:57

could have gotten if you had just gone in September or August um now maybe your husband was

26:02

making you go during that week but to me I don't think you thought about it you are zero strategy let's not do that

26:09

again next year because if you had gone a little bit later then you could have like your husband would have been

26:15

happier because he would have spent less money again on Hotel airfare all of that

26:21

um but you would have also gotten paid more yeah and then you would have worked this many more hours so just by showing

26:28

up to work more and it's fun like you said on a spreadsheet that you Mastermind because it's fun for me to

26:34

just see the output but you put it in and to kind of show them like it's nice to be able to show them like this is

26:39

where this could change or or for the ones that are squabbling for a buck or two more per hour okay let's do that

26:46

well if you're going to work about the same this is going to make about $1,000 difference for the year yeah so let's

26:53

divide that out you made three bucks more a day mhm okay we could do that but

26:58

what are some other more strategic ways you know like and sometimes to me I'm like you know what this is not even worth the squabble go ahead here's your

27:04

buck an hour I look like the hero right but I think if I am really looking at

27:11

helping you let's be strategic about this how can we get you there yeah it's it's

27:17

really interesting when I think back on some of the conversations that have come up in these meetings like the hours is

27:23

such a great example I remember us talking with an employee that really wanted she had a a annual goal in her

27:31

mind that she wanted to be at and she was short of that goal but she was also short hours like significant like 200

27:39

hours less than everybody else and we just paused and had that conversation we're like listen that's the beauty of

27:45

working at this office is that you really can't you can work 200 hours less you have that kind of flexibility here

27:51

which you don't have in in a lot of practices you sit down and everybody's pay with is within 50 hours of each

27:58

other CU they work the exact same times that flexibility is not there so that's a huge benefit that it may not be

28:05

showing financially but that's a huge benefit that you're able to from a work life balance standpoint a culture standpoint so we want you to have that

28:11

and we want you to keep that if if that's what you want but also we're telling you you've got the freedom to

28:17

close the gap on that 200 hours and you can absolutely work the 16,700 hours

28:23

that everybody else is working and by the way let's just put in the math and let's see if you would have done that

28:29

this year what that would have yielded you whoa look at that you would have been past your financial goal so it's it

28:37

to me it's a conversation that is so mathematical that it's easy to make

28:43

difficult suggestions like that like if we're just like sitting there no spreadsheet no numbers and we're like

28:49

okay so what are your financial goals well man I really want to make 30,000 this year and we're going holy crap

28:54

they're 8,000 off from that and we're like and we know she didn't work very

29:01

much she was gone all the time constantly taking off it's hard for us to go oh we would love for you to hit

29:06

your goal you know if you worked more you would totally hit that we've you know we've kind of done some numbers

29:11

behind the scene just work more and you would get it that's like almost borderline offensive but when you just put in the

29:17

numbers you're like how could we get you to that goal let's play around with some numbers here it's a very mathematical

29:23

and not offensive conversation so it allows us to bring up subjects like that

29:29

that first of all we wouldn't bring up anyway because we don't know the person's goals or financially what they're pushing for but second of all it

29:36

would be very awkward for us to say yeah we've been wondering if you wanted to make money or not cuz you never work

29:41

well that's awkward but on a spreadsheet playing around with numbers it's very easy to do that so I think there's some

29:47

interesting conversations that come come out of this we kind of touched on this I think if I remember correctly on the on

29:52

the last episode about asking for raise but this is where again where sometimes I think and I go okay

29:58

yeah we're not the 8 to 5 Monday through Friday office and so you know what if it

30:04

is somebody that's there 3 and a half days but they're saying they want to make this one Financial goal and and they want to work more but

30:11

I'm like but what would I give you to do in between and so I think that's where

30:17

it's kind of been fun or even if not fun at least enlightening to both parties

30:23

because if it's somebody where I'm like your only good chair side yeah I've asked you to write these cards and you

30:31

can't help but typo all of them yeah even though you're copying the name from the chart itself like you still messed

30:38

that up or you still whatever it may be like you have proven that chair side you

30:43

are a people person you need to be sitting next to somebody and handing any instruments and doing that you're

30:48

fantastic at that but clerical stuff is just not your cup of tea well so in my

30:54

mind I'm going shoot if that person asks for the 40 hours of week right but I only see patience three and a half days

31:00

what am I going to do but at that point that's where we get to put on our creative caps and that's where we go okay well what can you do what what can

31:09

we maybe I've just tapped into the wrong clerical tasks for you you tell me what

31:15

you come up with but at the same time it's always happened where it's always at the same time it's like yeah but yeah

31:21

you're really good at answering phones too we could come up with a protocol for you because I think what you forget is

31:28

you know you forget to get their address or whatever their social security number but we'll make a cheat sheet for you now

31:34

you get stumped if they ask you about pricing okay that's okay then we'll say well somebody will call you with that

31:39

and whatever oh but wait you can't do it after 2:30 because you got to go pick up your kids okay yes so it's like back in

31:48

your court you are the limitation not me I'm trying to work with you and and this is where we are so it's like okay then

31:55

do you have child care different this year is your kid riding the bus different this year is Dad's hours more

32:00

flexible like where are we and sometimes they can make that work and sometimes they're like oh you know what you're

32:07

right we went from elementary school to middle school and I hadn't even considered some of these options yes um

32:13

and sometimes they're like oh no it's it's me and that realization is very

32:18

nice too because then it's like they're not blaming me for that they're recognizing that it's their own limitation but it it gives us a chance

32:24

to kind of brainstorm yeah hey friends I'm going to do something that you will

32:30

one day thank me for and that is I'm going to stop today's episode we have

32:37

another 30 minutes of content that goes on and just dives into deeper and deeper

32:44

issues related to these compensation reviews it is phenomenal content and you definitely don't want to miss it but

32:51

that content is reserved for our amazing and wonderful subscribers so if you'd

32:57

like this additional content we encourage you to go to the show notes click to subscribe and one day you are

33:05

going to thank me for leaving you on yet again another Cliffhanger thanks for

33:10

joining the conversation today we hope that you are comforted in knowing that you are not alone but we also hope that

33:17

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