Rudy Mawer

Right.

And everyone makes that in the part of the legal contract when they sign on and then it's forgotten about.

But ours is the opposite.

So we actually have it as a one page table.

It's super clean.

And we review it every month on their check ins, but then link to like, say, their 20 things they do.

Right.

And it's more specific than like broad stuff like managed blog.

It's like more detailed.

But then we actually link the SOP next to it.

And it's such a easy way, like if that staff member quits, it's like, oh, well, new person, here you go.

Here's the 20 things they did with 20 Loom videos and SOPs next to them.

And then we just copy that document and put a fourth column of the check mark once you are trained and ready to take over that thing.

And it's never nice when a staff member doesn't leave, but it makes it pretty easy to bring someone in after.

When it's not even about to emphasize that the person's irrelevant.

It's all about the roles.

It's every role, you know, it's just the person's name at the top.

I used to think that too.

And I built an office to 60 people in Tampa.

And I started to realize that half of these small group, executives and my initial people, they did care about the company.