Our handbook was something that years ago I googled handbook I downloaded it in word and fast forward two three years I sent it to our our lawyer and she was like you can't use this there's stuff in here that just doesn't make sense. So we got rid of it, started

from scratch and drafted one with all the boilerplate stuff, all the Massachusetts

specific stuff, our vacation policies, our policies for vehicles, for social media or for cell phones.

Good morning or afternoon, whatever it is for you, it is morning for me. It's Friday and yeah I just got in the office today and well yesterday I was on another podcast and we were talking strictly specifically about employees and hiring and retaining talent and I gotta I gotta say you know when I got asked to talk about that, you know, my immediate thought was, man, it's been something

that we've struggled with recently, and, you know, am I the right person to talk about this.

And I've realized that I'm focusing on the negative parts

of hiring and retaining talent,

meaning like the people that leave or the people that don't work out or the people that we let go.

And when in reality that is part of the whole process, you know, hiring and retaining talent.

We're interviewing people, multiple people, a week at this point.

And let me explain why. We, you know, we need to fulfill spots that are empty but we're also looking to grow we have a

tremendous amount of opportunity in front of us and and we're and we're we're not stopping that bus we want to continue to build great

relationships with great partners and have the opportunity to do some really

cool projects so we're forward thinking in terms of who we need to have on our team.

But when the question was, you know, phrase around, or focus around retaining talent.

You know, I started really thinking about the things that we've implemented over the last couple

of years that have been really instrumental and really important in retaining talent and keeping, you know, employees up to speed.

And it all really comes back to one thing and that's the expectation of that person.

You know as simple as a job description, you know, it sounds silly and I remember years ago I I had a conversation

with my team I was like hey we don't have job we don't need job descriptions

we're here to get stuff done like everyone's gonna work

together and we're just gonna get it done and I want to say in the moment everyone's

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