You will not want to miss watching this pre-recorded webinar. Bob Boynton, Lead Director at Chick-fil-A® Worcester, was one of our early adopters. He has used OneClick successfully to help keep his team accountable and break growth records as a Top 200 FSU store. 

Our executive team has found in him a friend and a library of vast amounts of wisdom about life, and the runnings of a successful Chick-fil-A® restaurant. 

I hope you will make the time to join us for this important presentation.

Michael Alvarez - CEO - OneClick

About Your Presenter:

Robert (Bob) Boynton is the Lead Director at Chick-fil-A® Worcester - Worcester, MA #03719, which will finish 2022 in the Top 200 FSU's for the first time in it's 5 year history. He has been serving at Chick-fil-A® for the past 14 years. He has been a Director at 3 different restaurants under 4 owner/operators in that time. He has been a restaurant professional for over 40 years working for companies like Friendly's Ice Cream, Cracker Barrel OCS, and Bob Evans Farms.

Play the Video:

Download presentation & speaker notes:

Download the presentation that includes Bob's speaker notes.

iPad wall mount mentioned in the presentation:

iPad wall mount for iPads using OneClick that Worcester, MA CFA placed on fridge, front of house & back of house.

The focus for this presentation:

• Best Practices for implementation of OneClick
• Planning & Goal Setting
• Decision Making
• Organizing
• Accountability
• Leading
• Controlling
• Q&A - Bob answers your questions

About OneClick:
Create a culture of engagement and accountability by helping leaders manage Setups, Checklists, Breaks, Team Member Accountability, Training Management and so much more.

If you'd like a free 2-week trial of OneClick, and a 100% free-for-life Checklist feature go here.

Webinar Transcript:

This transcript was computer generated and might contain errors. Provided here for SEO purposes. 

Speaker: Hello everybody. Welcome to the Webinar. We will wait just a few more seconds. Just to let people log in and get situated. We are very excited to have you this. This has been a long time coming.

Speaker:  and, We worked on this. For a few weeks and we hope that you your gain some value out of it. Let's go ahead and get started. And

Speaker:  can you see my screen as All right.

Speaker:  So the agenda for today is first of all, there's going to be introductions of your presenters. We're going to have a quick attendee pool, just so you can tell us. Some of the pain that you're going through, or anything like that, and That's, that's important to you. And also, we're going to cover the team and schedule management piece of our software training management checklist, advanced breaks, and then we're going to have Q&A.

Speaker:  So you can ask any questions that you would like at that time. The presentation goals are really. you know, the expectations are how to get better service that are dealing with operate operational headaches how to accomplish, The Guiding Principles. What are the practical applications of one? Click to your operation? How to create a better work place by lowering. Team member frustration. How managing chaos and putting out fires takes away from truly serving the customer and the focus that we've made this webinar. For this webinar is Planning and goal setting decision-making, organizing accountability, leading and controlling.

Speaker:  A little bit about one. Click started from the inside by James Finlinson who proved the concept while working at the Ammon Idaho store for three years. Um, he saw the pain and he saw what they were going through and he said, Hey there's got to be a better way. Let me fix this. This was literally one app to manage all with the Dragon Drop interface it includes Game, Plan Shift Management, Breaks training checklist. And by the way, Releasing this week today or something this week, an accountability system for your team members, and, and leaders, and also rewards point system. Our focus is exclusively on Chick-fil-A. And our customer, we we want you to feel that. We are your custom development.

Speaker:  Company. So anything, any feedback that you give us we want to put it into play and we want to eventually develop it for you because if we develop it for you it's going to help all the other Chick-fil-A as well. Today, one clicks serves nearly 20,000 Chick-fil-A team members who produce over 1.3 billion dollars in annual food sales in the map is not really up to date. There's, we have a we have a lot more. Stores and a lot more states. Your presenters today and Mike Alvarez and the CEO of One Click and the co-founder founder and also Robert Boynton and he goes by Bob from CFA works Sister. Is that the right pronunciation Bob? Worcester. One together. Worcester Worcester. And he's the lead director there, and

Speaker:  I'm going to go ahead and actually launch a poll. While we're introducing ourselves a little bit, I have vast experience with Fortune. 500 companies in Tech. And I've also owned two. Two tech startups myself and this is the third. I just got married to my wife Laurie and I very of last year and together we share and nine children. Love life. Love God, family entrepreneurship and creating products they help leaders succeed. And something interesting, is that Bob and I both chose To user, our favorite places in the outdoors, where for our future images for this. So Bob, go ahead and go ahead and introduce yourself.

Speaker:  Sure, my name is Bob, Boynton, I been with Chick-fil-A going on 14 years. I've spent time in three different restaurants under four different operators over that time. 40 year restaurant, professional work for friendly ice cream in the Northeast Cracker Barrel through the mid part of the country and a company called Bob Evans Farms also and absolutely love the business. I'm in. And wanted to know why I couldn't find Chick-fil-A like 40 years ago, um, but super excited to be here. Thank you, Mike for the opportunity. Mary, my wife, and I've been married, 401 years and three kids and my spare time. I love to be outside hiking and all the rest of that and in my free time, Like my kids and I love to do Legos. My kids are 37 33 and 27. So we're kind of big kids. Let's put it that

00:05:00

Speaker:  Way. And I'm super excited that you're the year. That you're you asked us to, to put this training together because you are passionate about Chick-fil-A and you're passionate about helping other chick-fil-a's grow. And to make them a success and you said, Hey, I think I've got some valuable information for you've been working. You're one of our first customers. And and you have a lot of experience, you use the entire suite of tools and you manage your team beautifully and I and I am super excited to have you on this call and to share your your knowledge and wisdom with everybody who's on the call. So, I'm going to go ahead and

Speaker:  and the poll.

Speaker:  And let's take a look. Let's I'm going to go ahead and share the results.

Speaker: How do you describe your worst shift? Chaotic. Dumpster fire chaotics 54%.

Speaker:  What is it like to manage a busy shift? We got them the most answers as running downhill faster, and you can catch up.

Speaker:  What's the most challenging aspect to a shift management and go when they got the most answers as team members, managing the team members? What are your challenges with managing training when they got the most answers is, I cannot identify. Who knows? What That must be a pretty chaotic. Or gray. Well. Go ahead and take it away. Bob?

Speaker:  Not somebody who.

Speaker:  Really cover the content that's on there and that will allow you guys to, you know, read a little bit of what's on the screen and not be reading the screen. um, like most Chick-fil-A, we have Mission statements, and purpose, and vision. And all of those things we try to do to align with the companies purpose of dolor, pragad by being faithful, stewards of all that is interested to us and to have a positive influence on all who we've come in contact with Chick-fil-A and we know that that is something that we all strive to do listed on the screen, are the other principles that exist in our Chick-fil-A. We're big on our ethos together is better. We're also big on taking the values that we have. The ones that are integrity is first service before. So and an excellence and all we

Speaker:  Um, we have a an operator who is from the Air Force. He's a retired major from their Air, Force spending 22 years there and so, Chris really has high standards for our restaurant. One of the biggest things that one click has allowed us to do. And I've been involved. Now, for about two and a half years is to run shifts in such a way that our team members can really focus on serving against. And so I wanted to start with a story about a mother and daughter who came into Our restaurant in Erie, Pennsylvania. And so

Speaker:  Give a wonderful, cashier Hattie. She's a mother of five who comes in and puts in about a four hour shift every day. 10, to two, we love having heard from counter. And she came in one day and was working on the counter. And, you know, the shift had already been planned. Her job was just to be on the counter and so she was just focusing on the guests, this mother and daughter. Older woman and a middle-aged daughter come in and she goes to wait on them and she notices that their day seems to not be a happy.

Speaker:  One. And so she went ahead. She took the order and while taking their orders, she just asked how things were and they said they really wasn't a good day and had he took the time to say to them that, Hey, I want to really make your day and we we want to take the time to make this food on the house for you. And the two of them were a little blown away that that would even happen. But had he had full permission to go ahead and do it and she knew that she could take the time to engage with this with these two ladies. So they take the food, they leave. And the next day, we get an email. And that email tells us that this is the mother and sister. Of a police officer female police officer and just killed in line of duty. That they had just returned from the funeral.

00:10:00

Speaker:  And their choices of places to come was chick-fil-a because of the quality of our food, but also because of the style of service. And that. Had his act of kindness that day. Really blew them away that she would take the time to notice something and The pain that they were currently in. And that only happens when team members are not rush, when they're doing permission to be assigned old position, and actually go ahead and make those things happen.

Speaker:  Um, yeah, that's an amazing story. I remember doing a customer appreciation tour and somebody said, You know what? We touch everybody's lives. We are after funerals. We are at their weddings. We're at their bar mitzvahs, we're and, and we are part of their community. And in, I love that story. And I've heard so many great stories from you, Bob, and thank you for sharing that. It doesn't happen unless there's an Who really makes the connection and then takes the time to tell us the story of the connection.

Speaker:  And we're really excited about that one. Click adds a level of organization to us. That doesn't happen at other times. And so, you know, First Corinthians 14. Verse 33 talks about that. He's not an author of confusion, but peace and then let all things be done decently. And in order and this believe it or not, is one of the things that one play To let us do. All right. Mike. Go to the next one.

Speaker:  Because our this is our last screen. This is a post-it note holder in our office. We refer to bad days in our restaurant and some surprise. And so this is a post-it note, dumps of fire and our team literally writes little notes on this about bad chefs or tough shifts. And so this is our reminder that you know we really need to focus on what we're doing because it every single day we're either hurting cats or running downhill or have a dumpster fire going on and so Just understand that we relate to you and, and all the things that you do in all of your chick-fil-a's. And Mike.

Speaker:  One of the things that we always need to remind ourselves is that, you know, we have all this team members working underneath us. Our store has about a hundred and sixty employees in it. And we always are focused on the fact that we're the coach, we get to tell them where to go, what to do, how to teach them, what to do, and that's the purpose of our job is is to be able to be the coach. But Mike, one of the things that is important is that we use some strata some terms that not trying to complicate it but basically one click functions that all three of these levels. So the first one is strategic which is the big picture, the long term and that's kind of like your operator. Your operator is going to want to know what is the benefit of one. Click.

Speaker:  In the long run and so that big picture piece has to do with like labor cost of manpower assets and how we distribute them. The second level is like short-term focused on specific business departments and this is your director level decision. Making that happens and then the operational one at the bottom is the day-to-day and shift the shift. Kind of things. And one quick addresses, all of these and allows, you know, one of the things that you're already gonna say is If you sign up for one quick, it's in a, Why should I be spending this extra money and I want to share with you the things that's done for my team. so that's the reason that Mike and I hooked up to be able to go ahead and deliver this one, click information to you.

Speaker:  Basically here, what I want to show you is that this is my director of operations. Those of you who use hot schedules and I believe most of you do we have a widescreen in our office and she is able to have her one quick schedule, open on one side and then have Hot schedules on the other and she can look at her assignments and who she has scheduled and she clicks and drags and puts employees into their area. And it really helps us to be able to plan chips in advance. We currently right shifts. About 10 days in advance and all the shift cards are done and

00:15:00

Speaker:  they, you know, it's on a strategic level. It helps with hitting the benchmarks and the labor targets that you're operators, giving you and then on the tactical, end of it, being able to deploy that team into the front and back appropriately. But then when it comes down to the operational, part of it, we spent a lot of time every single day doing something. So think about how much time you spend in a week writing schedules, it's a lot. Or it's not it's just don't have the time. Second. One is how many hours a day are spent writing lineups? I've been in stores that write them on paper and I've been in stores to write them on whiteboards. This is one click. It was one click. It's an app. Everybody can have it on their phone. Everybody can kind of build through the information and it really is

Speaker:  Super exciting to be able to walk in and see my team interacting with one click in the way that they manage their their operation. Um, the screen that's up right now is just a shot of a back of the house. So it shows you who's assigned where a couple of things to point out. There's a reading prompt up top which says, their employees waiting to be rated. There's an open list with the list functions. It shows you that there is a list that is waiting to be done. There's a layout editor and this is one of the biggest things I can say about one. Click is the flexibility. They have to be able to design these Um, layouts, we have that ability, we don't have to go to them anymore. They have the ability, they've given us the ability to go ahead and look at it.

Speaker:  That's on the left on the right. This is a wonderful tool. It tells us that there are 23 people assigned to the shift. 60 of them have assignments. On a scale of one to five, the shift strength is three point, four leaders. There were seven working, and then there are five miners on the clock. And if you look at the names here, you can see that. There's an M, a big M and the small am And one is a minor and then that 16 and 17 and then there's a small M and they are 14 or 15 year olds. And so that information is easily identifiable to all leaders, which is something that your operators are very concerned about. Are we being able to keep

Speaker:  Those. Miners in check and make sure that we're not violating you like any labor laws. Make sure that when they go on break that they have the ability to take a break in the appropriate amount of time. Presentation, There's also one here that helps your shift manager, but on the top right says, I'm posted shifts. So it allows her to actually plan out the shift before before posting and that's that's a phenomenal feature. And that's what she was doing. Is she will? Can have a schedule up two weeks. And literally. Be tired locations as to what she's doing.

Speaker:  So Yeah, thanks for pointing that out. This page is one of the biggest enhancement everybody that I know within the Chick-fil-A thing is always like, How do you manage your training? How do you manage your training? How do you manage your training? And even in the poll on the last question people were saying, I don't know what people know.

Speaker:  And so this is the greatest piece on here. So this demonstrates, an employee's card as their relative information that's up there and then there are different tabs and so there's you can get their schedules when they were on break, their ratings is where it's really important. And so these ratings are done by their trainers. And you can see here that Kevin a rated this person of four out of five. And that is immediately transferred to the shift strength, any employee can be clicked on and it will tell you what they're good at and what they're not good at. And so it is super cool to be able to track employees from.

00:20:00

Speaker:  Day one shift day one, and they're able to get that information like a mediably. So, the screen that might just put up as a list of, you know, a group of employees. It tells you name position last time, they were updated and what their scores are on all the rated areas. and so,

Speaker:  McKenna is not ready to be a bagger or a driver. She has no ratings there. but, She has ratings of three and a half and several categories. You get on the ezrp, as there is a team leader and you would expect that our team leaders, all have great scores. And so he's fives and all of those categories. So these rating systems allow us to look at it employee very quickly. Myself, as a lead director, I am not involved in shift operations. But I am involved in the hiring process in terms of watching how the employees are transitioning through our training program and I can literally go in every single day and find notes from trainers and readings and know that these people are actually moving through and doing or getting trained and are getting evaluated. So it's really very, very cool.

Speaker:  With that and before we go to the next session, I just want to let everybody know that you can chat in your questions because we're gonna have a Q&A session at the very end where Bob will be able to answer any questions that you have. So, feel free to put those in the webinar chat. And we will get to those questions by the end.

Speaker:  Management. This one is like,

Speaker:  Super labor laws, all kick in and being able to plan breaks around get services. One of the biggest issues is like, Do we have enough people to put people on break? Well, these breaks are actually kind of almost planned ahead of time. And so you can see on the side, there's a spring manager and those are actually timers. Percent run, when somebody goes on break. So you Put somebody on break. You click it. It starts counting. They'll be back in 20 minutes, I'll be back in the heat. So we back in three minutes, so, it's very easy for your managers on your shifts. Your shift leaders to be able to go in and, and plan their shifts and execute the shift that's been planned for them. Miners are clearly identified, super miners are on there. We call them super minus, the 14 to 15. And so the ability to go through and have this.

Speaker:  Information available immediately is super, super important for us. So, I love this feature for my team because I can ask them. Hey, trashes have been on yet, I got somebody coming back from breaking 10 minutes and that's where they're going. They're going to take care of trash. And it's also specifically, it's also really helpful. Because, for example, today, you just got back from court from somebody claiming and employment, right, yet? Also, the, this system is also important because that hosts break data, a host. That information and with the launch of the features that we're launching this week with accountability. Together with the break data.

Speaker:  You're going to be able to know. Okay, who who had the merits? Who was, What are the reasons for letting somebody go or What are the reasons for giving them points as rewards for it? For doing a good job and everything in one app is talking together. It all of the, all of these functionalities and everything cut All together just makes this upgrade value.

Speaker:  One of the things about this, if you could go back real quick, Mike, you know, one of the, one of the things we didn't talk about on here is each of these employees are click and drag and so I can on an iPad, I can literally just, you know, touch on Rebecca and just drag to a new area. It makes it very easy to move people around or if you were trying to save labor you know we're into the wintertime, we're in January, it's a labor's, a high focus. And so you know, you're not locked into this as a shift leader. You can help make decisions and move those people around effectively on your own. And the other part about this is because it's on all the leaders phones. Any decision you make, is transferred to the leaders whole phone. And so, if I want to know what's going on in kitchen, I can literally open up my one, click,

Speaker:  See what's going on in kitchen. And when they say, Hey, this is what's going on, I can literally validate that. That's what's happening because it's on my phone. Thank you, Mike.

00:25:00

Speaker:  On this one, did the checklist management piece is something that's new. We've been in the beta portion of this, and we seriously love this. We did have jolt when we had the job printers, but of course, when the equal at printers came along, there was no reason to have Joel other than for the checklist. and,

Speaker:  It was very easy for us. We took all of our job checklist were able to save them as CSV fold files. Send them over to one click and they took our current checklist and loaded them up in a matter of 24 hours into the app. And so, if you remember, you go back to where that front of the house one was or the back of the house, one side was and it was a list. There was a checkmark in the middle saying You had one checklist waiting to be done. And so this is, you know, all of these closing dessert to closing bagging to closing. You know, what is your operator? One out of this, your operator wants to make sure they're done. What is you know, what's the strategy? The strategy is that we're setting up the next shift and so what's the operational piece to be able to have an employee do that list and be able to be held accountable to doing that was? And then at the end of the day you can go back and look at previous days list to see that everything was done.

Speaker:  The biggest one that we have found is our daily food, safety walk in which we're able to make the walk check off every single item that's on there. Be able to identify areas of that are out of compliance and leave notes and also have corrections. Planned. And again, it's trackable. Every single day that it's done. So excited about this one. Yeah, I remember when we launched, you said, within 10 minutes of implementation, we did away with jolt and we just used one. Click from then forward on the checklist.

Speaker: It it again, it's on everybody's phone. If I want to know what checklists are done, I can review the morning checklist from home. And know that like, oh, we broke a chocolate pump today. And so we took one from the shed and then, you know, somebody's communicated to our gentleman that does the ordering? Hey, John, we broke a chocolate punk. We took the last one from the shed. We're gonna need some order. And so it that information transfers so quickly, and so easily again, because you said it's in all in one solution and that's the biggest advantage. How many apps do you think you would have to use? If you were trying to piece this thing together and that they don't talk to each other and they're all completely separate. To be able to do everything, the one click does. Well, I remember The last webinar that I was.

Speaker:  I was on a person or I was watching and they presented something like, You know, ten or twelve different apps that they use for different functions. And, you know, training plans that are in trello and tracking programs that are in Monday and Calendar. And those are wonderful tools if they can be implemented quickly. And that's what the best part about this is the implementation piece happens so fast. Um, there's there's no learning curve, The checklist that I was using yesterday on Joseph's day, the same checklist I'm using on one click.

Speaker:  That's great. Before we move on to the next one. We have a couple of questions. What's fairly what's the reward on the ratings section? somebody noticed the little reward icon, and what's What's interesting is that?

Speaker:  So we have had this system in beta called moolah, which is points and rewards. for a long time and now that we're launching the accountability piece this week, we are coupling now with this feature set, so opening it up for customers for them to be able to actually track rewards it. If you if as a leader or as a team member, you see somebody else go, the extra mile, well, then we give them a moolah back and you can set your own Reward points. And what the value is for those and people can redeem them. So that's a great question Christian. I appreciate it. The other question, let me answer from my store. We currently have paper CL.

Speaker:  utchbook is given to an employee for doing something great, as you said, like a reward and they collect them all, but then Now, they want to go and they want to purchase a milkshake and they want to use five bucks to buy their milkshake. Now we have to handle them physically, it's difficult to do. And with this reward move Moola section, we look forward to having it automated to that we can do away with the paper club books. Passed around the store and then we have to keep track of and they're worried about losing or an employee loses and so he loses that on the value. So this is one more thing to eliminate a function and put it all in one place. How important is it getting an accountability feature for you? That would be built into this sub communicates with everything else. same as everything else, just like,

00:30:00

Speaker:  You know, like in the training thing, I can't tell what people know what no and don't know. And so for us that information again, being right here and being relevant, makes it super easy because if we're fully and right now, you know whatever we have an absentee or a partiness or something of that nature. We have a chat that we put it in and then we have a lady who gathers all that information and she's got a spreadsheet going and so then you know the end of the month I go through when I sort that I end up all the points. Well, now all that will be right here. Available for me without the three steps. I just described we go in and somebody's late, there's their point. And at the end of the month, it's easy to hold them accountable going. Hey, you realize that, you know, you were late five times and you called off two times and they're like, Oh I didn't realize that.

Speaker:  Now it's gonna be in one place. Well, by the way, we have a special treat, I didn't know that James Finlandson was going to be on the call and he actually says that. If at the end of the call after the Q&A, Towards the end if he asked if he can showcase the code that he has finished today, 4D accountability features that that he's going to be launching sometime this week. So please, so at the end after we get through the Q&A, If everybody stays on the call, you're gonna see this brand new feature that everybody's been begging for. so, let me

Speaker:  okay. You have more questions in the chat there. Mike. Yes, there's another question actually was about best light as well. It was what are the colors blue red and gray in the training?

Speaker:  In this training slide. I'm gonna be.

Speaker:  On it. So I yeah, I know if you get a better definition, the name, Mike please. So as you see all the fives are darker blue. That means they're rock stars right? A little bit lighter blue. That means okay they ask them improvement to make. And then a red is, Hey, you know what? There really need some training or they will need to be looked at and the gray is actually something really interesting. That the light gray means that they've never worked in that position before, but based on the other ratings that they've gotten that are actually more complicated stations that they worked. They most likely would do. That type of a job at that rating, at that position that they haven't worked.

Speaker:  So it helps with shifts. It helps to put people like aces in the right places. If you don't have the right person, then you can also take a look at these guesses, educated guesses and gray to be able to actually add more individuals on there. Very good. Awesome. Oh, by the way.

Speaker:  Channels. Just corrected me is, that may have worked that position but they haven't been rated in that position as well. Right. Okay, I didn't know. That's great. Cool. Okay. And I said on questions so good. Yes, for right now. so, um,

Speaker:  This is a very interesting thing. So you saw my my director of Operations Kayla when she was on the computer and you know, you would think how many you know which shift card is she working on? Well, these are defined shift cards here so we have 11 12, 1, 2 3. You can actually with that plus button create an hourly shift card. What normally happens is we take the ones that are like most important. So you know there's an opening checklist and eight am checklist and 11 o'clock checklist. A 12 o'clock at 2 o'clock at five but these are all up to us to create. And so you know, you're using one quick, you have a particular catering event. 3:30 and you want people in all of the right positions at 3:30, you can create a 330.

Speaker:  And have everybody know their assignment. And that's what this left inside of this demonstrating. And there's the open list with the one next with, I was talking about being able to see less on the other side is kind of like When, when you're trying to designate what somebody has the abilities to do, so, this is in the permission tabs. You can see that, you know, human trainer team leaders supervisors, long term employees directors, give the ability to code them and that gives them deeper access into one click, um, you know, 13 members. They're not gonna be able to move anybody around their trainer, they most likely won't be able to move anybody around. But they're team leaders, supervisor running shift and you need to move somebody. They'll be able to And so it's really cool to be able to do that. The other thing is those other tabs.

00:35:00

Speaker:  You know, they're scheduled their readings, the areas is like Chrono house back of the house, so, That allows you to give people different readings. They can be a novice in the front. They Could be a rockstar in the back. And then a history of any. change show up on this page so that's really An important piece to be able to track when you sit on top of an employee 101. Hey, we promoted you on this day and made you a trainer and now 90 days later you're ready to become a leader and that's historic tracking which is very valuable to us.

Speaker:  So in our store, this is a actual setups in our store. These are iPad frames. You can buy on Amazon, the iPad goes in it. It's powered from underneath. You can see the courts and they're mounted to the wall. The iPad never moves, it never gets powered down and it has one click on it. So in the right hand picture that to Sorry and Derek there is a new leader, sorry house and sorry is teaching him how to use. One, click or reviewing shifts. And then the next the middle one, this is Juliana and Juliana is checking her position for the day. So we all know that like shift transition is one of the most difficult things we do is like there's a million people coming out a million people coming in and it's really hard whereas our employees on the front.

Speaker:  Can walk right up. Look at the ship card for that hour and know exactly where they're supposed to be. So, you know, you have a person who's on headset and they are waiting for their replacement, Giuliana comes in, I'm on headset, she goes over, she just takes their spot. They do their checkout work and then they check with the leader to leave. And then we have two in the back of the house. The one that's displayed. There is on a secondary side. And again, same information, they can look throughout the day which shifts who's gonna be where and leaders work with these constantly and also the iPads run other apps. And so you're not locked into just having one. Click on an app, but it's always available runs on everybody's phones.

Speaker:  Runs well on iPads iPhones Android. We're super pleased with it. There's also as you saw Kayla has the desktop version running and so just And understand this, we have been involved for like two and a half years. Mike and his team and James have done a wonderful job of responding to any issue that we've ever identified. And so there was a an update that came out didn't display well on an iPad, we brought it to their attention, they research it, they found a fix, they rolled out that fix and

Speaker:  A lot of the things that you have seen here on the flexibilities that have been built into this program, is because of what James and, and Mike and Janet everybody there are one click has done, it has nothing to do with. Us, others other than us giving the feedback. Hey, we wish we could do this and they're like, Okay, give me some time, we'll do it. So it's super super cool that they are so responsive to it. And one of the things I don't know if you found the very beginning there and Chick-fil-A exclusive we are there only customer

Speaker:  Time James worked in that Chick-fil-A came up with this concept as developed, and over the years, to make it what it is. And I only expected to get better, you know, if I have a problem with hot schedules, I can't talk to anybody there. Nobody, I could talk to when I had problems with Joel. There was nobody to talk to here. I have my phone number, I can text back and forth with James and identify issues, but we are so thankful and pleased with what they allow my team to do. I don't directly benefit from one, click as a, as a lead director and my responsibilities. But I can tell you that, my team leaders, my shift, managers, they love this and could not do their job. Differently.

00:40:00

Speaker:  We're a three out of four years, winning symbol, we've increased our sales. We're gonna last year, we finished just under 11. We have a major building expansion coming next year. We're gonna be pushing our way up to 13, so we are facing the same growth challenges that everybody else. But we are fighting the complexities of running shifts, because one click allows us to plan those shifts in advance and then we just get to serve customers and that is an amazing. Freedom, that this allows you to do.

Speaker:  No, I really appreciate that was that was very kind of you and such nice things to say about us. We we really appreciate you and over the over the time that we work together, we've become friends as well and it's and we absolutely love working with Chick-fil-A your leaders your team members everybody is has been super kind and and helpful let me there's a couple more There's another question that says Do you recommend having an iPad on the front, You know the back or one for the whole store? Like What's the best practice for you that you think for most stores? Right now, we have four, so you see three out of the four. So the first one,

Speaker:  Is the shake machines, right? Behind them, and a drive-thru window. You can see over there in shoulder, so that one is right behind our baggers rate in the area where there's, there's a lot of traffic in that area, but it's a central iPad Juliana is looking at the same iPad there. The one on the other side is right behind the ovens, and right behind the secondary. And then we have one in the back. It's actually mounted to the freezer wall, where I am a centerline kitchen. And so we have an iPad in the very back. Um, that is mounted to the wall and it's the one that the team managers use all the time. It's there by the breading tables.

Speaker:  And it's once again, they use them frequently. Now, our store, we have 27 iPads between IPOs all the training iPads, we use and these iPads. So we have a lot of them already but we have found these frames to be Lifesavers because these iPads never move. They never get unplugged and they stay there. So employees can walk in walk right over. They had the ability to touch like if it's for clock and there's a five o'clock time coming up and they want to find out where they're at five, they just touch it and it changes to the five o'clock time and it makes it very easily. So, we have three, two in the back, one in the front. That's great. I think what I'll do is we'll get together and find it. the link to that Amazon shell to put to put the iPad in and so I can send that link with the video of the presentation with your notes to anybody who attended

Speaker:  so, it's easier for them to find that there's another

Speaker:  Are there any waste tracking capabilities and one? Click or are they coming in the future? Well I have I found Mike if you I'll answer that one I found Mike and James to be extremely responsive to anything. We asked for their goal is to be an all-in-one Like long-term. Might want to be serving 2,800, chick-fil-a restaurants, and have everything in one place. So, I would say, It's coming because that's gonna be on my new Wish list. That's for sure. And the the other question is, Have you found that this is reduced? Sure, for example, it is really expensive to onboard a new employee estimates, or anywhere between 2000 to 3,000 sometimes, $4,000 for new employees, to get them through the training process and to find them and all that kind of stuff.

Speaker:  Do you find that by optimizing communication and and having a better communication with your team members? So they're not frustrated or they're going, what they're doing, all that kind of stuff. Do you have you found that that is reduced churn so that you can save that money from so many people quitting and recycling people?

Speaker:  You know, we have 45 people on a shift on Saturday at 2 o'clock and it's difficult for them to come in and feel like I have a purpose. Or I know I'm supposed to be, we assign them to a trainer. And because that trainer is there that trainer, then is entering information about the progression of the support. How they are doing. And so, the employee comes in the next day and there was a different trainer and that different trainer just goes to an iPad, goes to their phone, pulls up the information. It says this, what you learned yesterday? How'd you feel about that? Great, let's move you on to the next piece. And so, what it's done is it's streamlined, our ability.

00:45:00

Speaker:  To train the person and they don't feel like I'm just lost in the shuffle. The other thing is that we can take very young trainers. So I have a 16 year old trainer. She is as mature as could be, and she just loves to, welcome, new employees. And so being able to say to her, Hey Alicia, this is your job today. You're gonna train and then you get to leave the notes. You know how crowd this kid is to like, check off and say she did wonderful. What a wonderful person look forward to seeing more from her. Being able to leave that kind of feedback at 16 years old, it energizes, the trainers to be a lot more engaged in these new employees. So all of that. Yes. Saves time and money for sure.

Speaker:  Perfect. A couple of questions. Can you hunt? I think I can think this one. Can you sure I training for a ratings for team members? I think some stores want to use the ratings as feedback for their team members so they let there is an auction where you can turn on all ratings for team members or turn it off. For the only, the leaders can see them or or the leaders and the team members depends on how you want to run your restaurant and had a community. The other one is, how do you keep team members from moving their own shifts on the iPads?

Speaker:  And that we have a little cowboy hat on the iPad to where if a leader wants to actually make some changes drag and drop more people in a different locations or where things like that they can type in a pin code, use that iPad to to make managerial decisions and changes and then iPad locks back up so that none of the other team members can actually mess up the setups or anything like that. Absolutely. And and we found that to be critical because of the accessibility of the iPad. You know, we make our successful to all of our teammates, it's not locked up somewhere. It's not the manager station, because we want it to be part of the communication about what's happening for the chef. So our leaders are much more relaxed and shift change over.

Speaker:  There are a lot more receptive to questions from employees. Do we get the ones that say? Oh, I don't want to be working here today. Yeah I was on shakes yesterday. I want to be on shakes today. Can we trade? And it's like at this moment? No. But let me see what I can do in a few minutes. And so it there is flexibility there and and we like that piece, but The the pin code locking people out is, that's how you keep them from changing it, that's for sure. Well, that's fantastic. I really appreciate your advice. And every and your wisdom and and friendship that we've built over the years and right now, James is available and he's actually gonna He's actually going to showcase the accountability system, so I'm going to go ahead and Give him. Give him the ability to actually.

Speaker:  Share his screen. So that he can showcase what's coming this week which is super exciting. And he's been working many many late nights on this and we can't wait to see it. All right, okay every night. Hey Bob, yes, we can hear you. I'm glad you hear me.

Speaker: What sent me a text earlier today and I didn't respond until like an hour ago. So I felt kind of bad about that. I'm sorry about. Don't feel bad. Dude, you guys are so respons. Ive, I expected to be. There's a much more responsive than many, many, many people these days. I'm good with the best. We're doing our best. So this is on what I've got. Here is a special dev build. This is some new features that are coming out this week and so today is the official launch date and we'll get on the first version out I'm available in beta and by the end of the night and then we'll do some testing and take some more feedback and we'll use it to everybody shortly thereafter. And what I'm going to show here are two parts and shift adjustments and also accountability. And since we're talking about accountability earlier, I think I'll just start with that.

Speaker:  and we can say for example, Maya comes in late today so which with these new features you would click on Maya and down here we have this accountability, it's gonna accountability dashboard that built in I mean, see that there are certain penalties that will happen if she gets a lot of points except right now, Maya has zero. So she's been doing good. This is gonna be her first infraction. And we can issue her an infraction and of different kinds. So if she called and didn't show up that she could have done that in this case, she just showed up late. So let's choose late over five minutes. It's gonna be worth three in fraction points for today. We can include a little note about how this is her first time. And ever showing up late, usually she's right on time. We had a conversation and she feels bad.

00:50:00

Speaker:  About the mistake and will do better in the future. It's because then we are gonna record it. So it's listed in the logs, it's worth three points and because of the way it's set up right now, if I submit this infraction and it's not going to show three points and and three points is A slap on the head right in this case and that doesn't amount to anything. And we can customize it, we could make that have some some penalties and in some restaurants, they'll choose to set up. Hey, if you have a certain amount of points, you're going to start losing 25 cents every hour. So you have to be late. At least three times and before that would start happening. And at another level, we could start suspending or move a lot to got more money. Just all gonna be configured real. If we want, we can see Think Victoria. Also, it hasn't had anything at Leah.

Speaker:  Not Leah. I forgot who I was playing with. In this demo store, we don't have any actual things. Let's go ahead and give Leah several points so we'll and do something really bad that she said she called and didn't show up and

Speaker:  Then in addition to that she also had an attitude about it. So she was being really feisty today. And we're gonna see that she's gonna accumulate these different penalties. So that's going to give her because of the way we set it up, it's gonna she's gonna at least we've set up that. She'll lose some money for hours. You can't use her mula anymore and she's always 50 cent for ourseling to 75. We want we can go to Leah's profile and see the whole log of this, so we can see her in fractions and see that today I gave her these two infractions. In this case, I didn't leave a note but we could have And we also have the ability to see everybody. So here's everybody with their points. Satvia has worked up quite the log in our testing. So this is all this testing but she's worked out quite the log. Talking back verbal warming. Oh my gosh, she forgot her name again.

Speaker:  And really the story is just piling up on her and so in this case, we said it upward with 27 points, she said to be terminated, she's really been not on the manager's good side. And and so we can track that to keep track of all that information and this is set on a rolling. On a rolling quarter. So by default and these points will accumulate over a quarter and it's an individual quarter-free employee. So if they do show up late, that's point is going to stay on their record for a quarter, and if they get some more points later than that, those points will stay on their record for a quarter. You'll always have the logs to go back and see the log, but that accumulated point gives them time to. Hey, if you were, you did something bad and then you were good for a while, then you're gonna get credit for that. And if you do enough bad things and a short amount of time then that's gonna add up. And you're gonna notice that. And so those are some of the accountability and features, there's more coming.

Speaker:  And but now let me show the custom shift. So this has been a popular request probably from the beginning of one book. I probably like the beginning. Beginning people have always been asking for this and, And I'm just gonna demonstrate those real quick. So this is happened all the time, you say, Oh, shoot, we're short staffed, we need somebody to come in earlier and and to help out. So maybe Hannah is agreed that she's gonna come in early than normal. And now we can come and we can edit Hannah s***. And we can say, instead of coming at four, She said she would come in at three 15 and we can just save that. And now in one quick that's gonna be immediately noticeable. So and now now it shows three 15 to 10:30 and we can still move around. She's going to be on our three o'clock setup and

Speaker:  We can do that. Previously, had to go to hot schedules and make those changes in hot schedules, and you're not gonna have to do that anymore. Maybe Ezra, maybe in addition to Anna coming in late as you're also, Greece is stay late and so she's actually going to stay until 6 to help us with the dinner rush and we can change that. I'm Andrew, that's gonna end up. Being a really long shift for her 6:30 to 6 p.m, really long time, but that's gonna happen. The breaks are gonna calculate properly. So based on however, total time with this new adjustment time, that breaks are going to recalculate and give you the results, your your leaders aren't doing that right? Handled still. And we'll see those changes reflect in the brake manager in this case, the BREAK-FUNDING calculated yet. So this shows appending state. So the server is going to go do some math and it will update that soon. But in the meantime that's what we have.

00:55:00

Speaker:  And so we can do that in addition to addressing shifts that are already here and maybe James. And that's not me, James C, maybe he swaps his shift with somebody else and so maybe Carla V is gonna be coming in for James and previously had to go to hot schedules and make that change. And now you can just make that change straight in one quick. And so now James has called out and we're gonna put Carla in a different spot in this case, Carla only knows dining room and James or James did know, front counter and so we're not going to be able to put Carla in the exact same spot and so and maybe that what? Maybe I'm not super happy that happened but at least I know and I can make those decisions and figure it out.

Speaker:  And the other thing this allows is potentially, if you have somebody who's cross-trained and you're going to say, Hey Mia and it's here on the front of house, but in this example we're gonna say, you know, we actually have some extra people in the front of house and they're stacked in the kitchen and we can take me as shift and we can put it in the back of house. And now the same shift for me and is now going to be available, we'll just leave it in the front and the back of the house. And and so now if we go switch and look at the kitchen, they now have this card for Mia where she is here. Mia.

Speaker:  These card is now available and they can go help her on secondary or primary and that's just immediately available. And so and I loved that just the other day. We were talking this showing this demonstrating, it to an operator and she's like, Yeah, the shift is a living breathing thing. Like it just shifts and adjusts and one, click is going to match those with you. And we're glad to offer these new capabilities for the shift to live and breathe as people come in and call out and swap and adjust, and do all kinds of other crazy things because that's what the crazy like. And, and one quick should help, man. It's all that craziness. We do have a question. Does it come with just a templates pre-built templates? Or do we start from scratch? This is, this is for the accountability piece.

Speaker:  Yes, so all of one click, that's one of the things we love doing. And with one, click everything we do, has a default and so we're going to give you some defaults. We're going to give you some and some starts and then you can adjust it from there. And But the specifically in the accountability but actually in all the parts of one click, we start you with some defaults and then you can adjust it. And with the training, we start doing some defaults and then we adjust and customize, or completely redo it. If you want with the layouts, we start using defaults and then you can adjust or completely redo it. And that's something we're actually really glad that we can offer where we have a lot of insight that we can give you some pretty good defaults and A lot of the times you don't need to adjust everything and you can just get it right out of the box, it works for you. So also, if you'd like to ask Robert James, a question, you can go ahead and raise your hand and we can

Speaker:  give you some audio or video and you can ask us the question. But I think this has been phenomenal.

Speaker:  And we're super excited about launching this accountability piece. Because it really ties everything together. and together with this, and one of the previous launches, where literally, if you do have the training module and everything is programmed, right? And you're with the single click, now you can actually create all of you can add people to their shifts. And then you just eyeball it a little bit to make sure it's it's correct or you have people where you want them to go. And that is phenomenal, that, that that's the epitome of what one click does and what we've always wanted to strive for us. To make it as easy for you as possible. And like Bob said, manage more customer service and helping individuals less on the operation side and managing all this all these, any other thoughts, James and Bob

Speaker:  Are the I we do have another question. I see that you've created. You can create a ship that will also go. On the hot schedules also, I'm not exactly sure what the question is. I think I can take that one Mike. Yeah and it looks like they're asking if you create a shift in one click, is that shift also created in hot schedules. And the answer to that is no. So this is going to be just in one click, we're not a scheduling platform yet. We're we would like to get there eventually. And but right now, this is for those, last-minute changes in the restaurant and it's not going to go backwards into hot schedule this time. So the individual has to be in hot schedules in order for them to show up. And and one click that they

01:00:00

Speaker:  That's that's just a requirement as long as they're there we can do everything else right different pricing levels. So really Just to manage the core. The core of shift management, which also allows one break. Her per day for individual. To manage that's as little as five dollars a day. so less than French fries for, for a single day that to be able to manage all of these headaches for your entirety, and and then, if you want to add, Other modules like training or? Advanced Breaks, We do have different pricing for those and we can have those as well. And I'm happy to send you that that information already know.

Speaker:  Any, if there's any other questions feel free to ask, if you'd like to be on video and ask a first, ask us a question in person. Raise your hand and we'll give you. Will give you rights. Yeah, thank you. Matthew for being part of the webinar. I hope you got a lot out of it. I've got one the one more thing I that Bob had mentioned, he talked about his QuickBooks and we mentioned our moolah and I forgot to show those. But and here's this rewards button, this will be coming out with the accountability. We've got these cute little bills. And you can drag and drop these moolah bills on to Colton and give him say, Thanks. Thanks Colton. And some for Kesley because she was doing great today. And, you know, the star of the show today was Ryan on. Ipus, he was just taking the order so fast, we had everything. No order accuracy issues, give him five. Love bugs. I'm a lot bills and

Speaker:  And so we can easily give those credits and on Ryan's profile, he has access to see how much Mulani has and and we have improvements coming to this moolah system. It's been invaded for a while and it's gonna be improving and that would be accountability add-on. That was great. Well, it's I let me interrupt for a second. I'm just you know, as long as I've been

Speaker:  used like, Are making my life easier and making my team's life easier. And they will be thrilled with this reward system because it is something that we want to do and you know, we get again. We have a physical clock buck and they lose it, and so there's no value to them because they lost it. Whereas here, it's got an account. And so when we put it in the account, it's there. And when So, is there a when it's spent James? Is that the duck? Is that what that is? Yeah, so I'll just show you that again. And we have here's the, we can see everybody with their move on

Speaker:  and it has limits so leaders can give out Mulan, but there's limits on how much mula they can give out. And in this case Aulani has accumulated plenty of their life right now. We have this deduct where you say, Hey I'm gonna turn it in and I'll deduct money from all deduct moolah from you in order for something else. And we're actually just designing a little registered thing. So they can say, Hey, no, I want to spend it on this at this and we'll show them their little subtotal and let them submit an order and for your, for your leaders, to fulfill and say Yep. Okay we'll get you that milkshake or yes. Will and get you to dollar everyone gift card or Yahoo? I was watching you, let's get you a time, whatever the rewards are. Awesome. I was gonna ask you, Mike or Bob, do you have those images of those plugbook bills? And would you like to use those in one quick? We can I was curious what yours looks like, you know, because it

Speaker:  They do like to me those look a lot more fun and I don't know, I don't know, the employees themselves, get to see it, you know, I'll show you on. Eyes are kind of like this boring chicken face on it, you know, so it's like, Let's go. Yours yours. Looks like a lot more fun. Let's put it that way. Hey, there is another restaurant in. There's only been a very few select restaurant that have been using these new law features. And there's another one in Georgia Glenwood and they were like, Yo, we, we have our own moolah bills. Can we use ours? We're like, Yeah, sure to send us the files. So, they have their own custom set of files images that they use for their new law. Awesome. Yeah, so we do have another question. And what's the price? We have not accept the price for the accountability feature or the moolah feature yet.

Speaker:  But we have some really interesting and fun plans around those and we will release that information hopefully by the beginning of next week.

01:05:00

Speaker:  Very good. Mike. I am sending you the Frame item right now. Oh girl. Thank you very much. Yeah, so I sent you the link to your phone. I don't know if that's the right place to put it, but that's where he sent it. Now, this would be very helpful for other chick-fil-a's. I know a lot of chick-fil-a's have asked for that, so this will help them, but easily find these shells. The iPads on To be able to put them on, you know, everywhere where their team members can have access to them. It's been a pleasure. Thank you Bob. Thank you James. and Jen and and thank you for your time and for being a great customer and and look forward to serving you for many years Going forward. The more chick-fil-a's weekend introduce to one, click.

Speaker:  The better we can.

Speaker:  Account truly, that's why we're here. So we love being able to have those connections like catty made, but those things happen in our restaurant, every single day and one click just allows us to run better shifts and be able to connect better with our employees and our guests. So thank you for doing it. Well, thank you. Thank you, everybody.

Speaker:  Thanks Mike. Mike. Champs safe, Bob stand.

Speaker:  Hey, Ben kid. Good.

Speaker:  Good. I love the accountability stuff, man. It's you like it? Yeah, I do. What kinds of things do you think you'll set up for your store? Oh wait, we already have multiple things going on. So the Club Book thing, you know, we're You know, that's an instant. Yes. The yeah the accountability like you know, I every day they're posting on flock, you know, someone so shut up five minutes late, you know. So then that goes into flock that everybody sees it. Then it goes into candles, candle looks of flock. Then she's gonna enter in the spreadsheet. The end of the month. I gonna take the spreadsheet, I gotta sort it, you know? And so it's like it really helps a lot that we can.

Speaker:  Kind of pull all that into one place. Yeah, and so, but for the employee to know what their points are, you know, like we have employees come in in Massachusetts, we have to have required September, 40 hours, a year. And so, you know, these people come in and December and it's like, Oh I called off last week. I want to use my second time and they don't know that they've already used it all for the year, you know? I'm sorry, you don't have any left and they're like, What do you mean, like, you used them all, but the same thing like to go to an employee and say, Hey look, you're a great employee but you realize like even late 10 times, You know, like, Oh, I didn't know that. Well, here's all the instances of where you've been late and every time the accountability thing is going to dynamically change a couple of things for us real fast. So that got a super cool. How are you?

Speaker:  Good. I was just gonna ask us if if you already have the list of things that you would want people to write them up for we could Get those set up for you out of the box. Obviously, you've got the settings and you can manage that yourself. yeah, I really want to talk to my team because I want to find out what They, you know, yeah because I think what I want is, you know.

Speaker:  We're not a demerit store, you know, we don't we're not gonna somebody's not gonna accumulate 30 points and beat still be here. Okay. You know, we we call it. No call. No show job, abandonment. Okay, like you're done. Yeah. Gone, you didn't, you didn't call, you didn't respond to our calling. You, you're done. And and so but we try to focus on other things. And so the reward piece is something that we're gonna run with immediately. That's, you know. And, and you know if we move from clock bucks to move on, we don't care the name, doesn't matter to us having a system that we can run and have it be accessible where I go to register and they say, Hey I forgot my name tag today and it cost some five club books to buy their name tag. And so, you know, before they had to go like five five, you know, now it's like we just deduct five for a name and we get

Speaker:  In their name tag and then we move on. And so, you know, but because it's going to be, you're gonna have a history on rewards, right use? Oh, yeah. Yeah. And so it's like, you know, somebody's like, but they're gonna know how many cookbooks they have. They're gonna know when somebody rewards them. Like there's so many things that that is going to be wonderful.

01:10:00

Speaker:  we coming on the comment to the checklist thing and I, I That was the thing you asked for earlier today, and we're gonna do it still, and I had a question for you. Did, you want to comment on the entire checklist or did you want the or did you just want to check the comment? Or did you want to check? Sorry. Did you want to come in for the checklist or sometimes there are checklists and they're broken up into individual sections? Did you want a comment for each section or for the entire checklist? Probably the entire checklist, but there are some things where we would need to put in a note. So, you know, we have the, I don't know if you've seen them or not but like you know what? This is, oops and blurry. Is that a scale? This is a temperature thermometer that goes into the dishwasher. Oh wow, that's cool. And so it you know you turn it on. You put in the dishwasher, that tells you maximum temperature. We're being asked to do that every day.

Speaker:  Okay, so we'd like to be able to like write this down at the end of the question, so it might be that I have to provide you with a list of requests list of questions. That's not just a check mark, but it actually has information in it, but at the bottom of it, a place to put notes really works out well. Okay, so a note. So a note field, we can do soon, the, the rest of the question about, hey, putting in numbers and long answer types, we have plans to have proper support for that, where you can put in, you can configure your checklist with a question, say, Hey, what was the temperature? The maximum temperature of the dishwasher, What was the, what was, if you did your food? Safety? Check? What was the temperature in the fridge? What was the temperature in the freezer? How many boxes of chicken or in the freezer right now? Stuff like that, right? Yeah, we yeah.

Speaker: Because we get our delivery truck overnight and so there's always every night. It's supposed to flock, how many Served in the freezer. Cases are there whereas if we can answer it in a closing checklist, that would be better. Yeah, so we have we're planting on adding some proper support for all of that but we'll go ahead and add it an open comment field for you now. Yeah, that would be great because okay. And then also the ability to finish the list without every box being checked. Where you like that? Yes, yeah. And for historical purposes, if I go back and, you know, it's like, why didn't you notice that this was broken? Well, you didn't check it. You know what I'm saying? It's like a not checked off and right now, you know, you just said that kind of pencil with it, you know what I mean? Everything has to be checked to close the list. Yeah, here's a question for you.

Speaker:  Um one because another operator said, she doesn't like the quote, the Finish all button because some people might just hit the finish ball button instead of actually each one, and like, did you do this? Did you do this? Did you do this? How do you feel about the finish all button? Is that a problem for you or should we take that off? Anybody, who has anybody?

Speaker:  I did it all. Like they're We're having that issue with turning up equipment at night, we have a list that says, Turn off this toaster, this toaster this center line, okay? And it's like, every morning, I get I was checked off, but general line was left on last night or toasters been running all night long because they have the ability to hit it. Finish all. Got it.

Speaker:  So, one of the things we said You can think about, you wouldn't complain. If we removed the finish all that you wouldn't complain about that. Not at all, not at all, I get away. Oh, great. Wonderful. Another thing that we had with Joel and I don't know if you've ever used them, but they kind of put a QR code on everything that they have to go to, and order to get a check. I don't know if you've ever seen that, we had him in Joel but I'm aware of that. Yeah, that was kind of cool that they had to take that and go over and literally scan the QR code. That's mounted there saying that they checked that and it wouldn't check without a cure code skin. So I'm just throwing it out there because it's kind of cool. Yeah, so my do you want my thought on that? I'll give you my thought.

Speaker:  That kind of idea is, is a is a Part of like a fundamental difference in one click from other kinds of softwares. One click isn't setting out or the paradigm. The paradigm of one, could one clicks paradigm isn't to set out in control the team and force them to do this and force them to do that. And one click is Our paradigm is to help. So, we want to provide these tools. We want to provide the information. We're going to give you, we're gonna manage the things for you, but in the end we're helping and, So that kind of features like Hey I don't want to force you to go all the way over there to just do it. I want you to like I usually assume that people are like Hey I'm trying to do a good job. I'm trying to keep track of how many QuickBooks I have I just have a hard time keeping track of these paper things, right? Or no no and and I get it because that was set up by my predecessors here and

01:15:00

Speaker:  they literally, you know, we're taskmasters, you know, that's all they did was like, they cared more about the fact that You know, the list wasn't done, then they cared about the fact that they had a $3,000 last hour. You know what I mean? Because it was a basketball game that let out. Everybody had a great time in our dining room because we ran good service and all the rest of that. It was more about the list. And so just like we want one, click to allow us to get better service. I can see where your checklists don't want to be. Taskmasters either. So that's good. And some open to it, but I kind of I've got a caution on that. No, you're totally fine with that dude. I've got a question. So the webinar has ended we just stayed on talking. We've still got a couple of the people who kept listening. I wonder I'm, it looks like there's a few. Yeah, I wonder what they

Speaker:  Yeah, I'd love to hear like if you stayed on what's been interesting for you, do you want to join in this conversation? We're just having Just an open conversation at this point. Yeah, Alexis Danielle, Heidi, Kevin Tony. Yeah, you guys living time in. Please. That would be fun.

Speaker:  Kevin had a question in there. I saw one. Yes, Kevin had pointed out the He put out the checklist, the notes, pictures, temperature, and others who kind of talked about that earlier. Okay, cool.

Speaker:  Maybe I don't know if they're gonna join it. I kind of wish they were. That would be fun. I wonder what state they're from. Oh, Heidi is raising your hand. Yeah, Heidi. A lot of time I'm gonna give everybody talk permission. I wonder if I need more than that. You can probably click on Allow video or they can do allow video. How do we do it? Can you hear me? Hey, hey. I don't join in. I think down in the lane corner, there could be like I'm at promote you to a panelist. If you join as a panelist, you might have to restart your zoom.

Speaker:  Yeah, so she's probably restarting coming back. Okay, and I gave everybody else the option here you are. I guys.

Speaker: And who's with you, Heidi? Christina. This is Hydro. Hi, my name is Pedro. Hey, Pedro, Colorado at University and Highlands Ranch in just outside of Denver. Cool. All right, then we got another one. Welcome welcome. That's Kevin Kevin's. Actually on our team. Great. So Kevin Kevin's, a Fun Story. So Kevin worked in the in the As like a maintenance guy maintenance guy, Kevin basically. Yeah, maintenance giant trainer. Maintenance guy and trainer in the in a Murray store in Utah. And then his operator referred him to us and we're like, Yes, please, we need you. Kevin and now, I know that's cool. I'm Kevin was our first full-time employee. Very cool. We've had part-time employees, we've been paying developers and things but Kevin was our first full-time employee.

Speaker:  Very cool, very cool. So what he did? You have a question? Yeah, Heidi. Do you guys. First question is, Do you currently use one quick? Yes. Okay, we've been on for quite a while as well but we're kind of at the We're loving these webinars because we learn a lot. Yeah. yeah, I want to sleep very I mean, the conversation then you guys were having like a few minutes ago just by yourself. It was amazing. All the points of you never really thought about and it's like, Oh yeah. How do we do that? Because we know it's here though. We don't know how to do it. Kind of listening to some of that and understanding sometimes the webinars are great. Sometimes we go so fast.

Speaker:  That you know, do it a couple times. They kind of helps to to see what's going on. Yeah. And I really tried to make sure that isn't like covered too many things, you know, like, Mike is gonna send out the slides and you can get all of my notes off the slide. So you can read everything, but I put up this talking points, right? But the frame was, I hadn't even thought of a frame, but that's a great idea.

01:20:00

Speaker:  That that came from one of my back of the house directors, who's constantly repair an ipads or cash them in for their warranties? It's like that. So it's walking away and you don't know where it is and exactly or you pick up an iPad and there's no charge to it, you know. And so yeah, it's really made a difference. And like I said, we have three but then like all the leaders have on their phone and, you know, that is going to the the new enhancements that he talked about with rewards and accountability and all that. That's gonna, that's gonna change. Us to another level that we want to be at. So, super excited. And when you were saying you, you learn things, you know, I have been privileged to have James as a as a sounding board and asking him questions and him asking me questions and then saying Kevin, yes, Papa needs this done. Kevin, we haven't had the one-on-one was like,

Speaker:  Yeah, James I appreciate your feedback and getting back to us on that because that's been a huge help. I forgot. What would we talk about? As far as getting back and getting things set up and being available for questions. Oh yeah. Is there something in particular, we can cover for your particular restaurant? I know we talked about Bob's, you know, I just, you know, some of the things that I've learned, I didn't know about the sign in. I've never given access to our team because I'm so afraid. Because I didn't know about the sign in. So now it might be, you know, giving them access to maybe see the rewards or, you know, that kind of stuff, but I've always been so afraid of that. So now something to look at And if they're on that permission panel you know I had Napoli up and she was a team member and then she was a trainer and then she was the team lead that opens up all the permissions. And so you can really lock an employee out.

Speaker:  Still give them information. We we did find, you know, you kind of get the Oh I don't want to be on shakes again, you know and it's like Yeah you know anything I was afraid of is like okay so we're not doing this unless they're in the store but the information part is great. Yeah. One thing I'm really excited about and this is a feature. We don't, we haven't started building yet but we just we know we're gonna build. It is a system to keep track of where have they been in the past in? Giving those notifications to the shift leaders, things say, Hey you just put Kevin on shakes and he was on shakes yesterday. Like you can do that again. But are you sure you want to do that? Yeah, or maybe he was on shakes yesterday and today, and the day before, he's really starting to stack up. Chase is awesome, let's just continue that. Yeah,

Speaker:  Well what I appreciate too is going back to that. I mean it would be fantastic if we could have it but we do have that historical information. So I can actually go back to yesterday or a week from today. You know, and say last week, you know, last week we have the same crew that works today. Well, where did I have? So I have historical which I didn't have on you know piece of paper and writing it down so not that I have it right on my fingertips like you're saying but I actually go back and you look at that I 100% I'll go back that's cool last week on Tuesday since I have that information and say, Okay well where was everybody? And then be able to be able to do it. So I mean, I actually use the historical part of it.

Speaker:  I'm just so the the cool thing that we just released with the 3.0 version is that you can copy a shift. Let's say that the 5 pm shift from today and you can copy that for next week and paste it in there. So you don't have to remake that entire thing, you can just copy and paste it and then make a few adjustments here and there or justice and Kayla. My director brothers just discovered that Kayla was like, Oh my goodness. So, let me show. Let's go back to last Saturday. Here's the setup from last Saturday down at the bottom. There's this copy current layout. So we can copy this Saturday layout and then we can go to day Friday. We can go to tomorrow.

Speaker:  And we can paste that layout in there. And in this case, it's not gonna go very well because the Saturday group, but the Friday cruise different. Let's try the, let's go to Saturday at nine o'clock. Same time, paste it in there. It looks like some of the people are actually working the same s***. So we do that a lot. So yeah that's that's great. Yeah, because of our, our miners. Racism. You know, we have we have 160 employees, we have 68 miners. So freaking many, well it but

Speaker:  You know, this minor is a Tuesday Thursday person and that's all they work. This person is a you know Wednesday and Saturday night person. That's all they work. You know. We have many of them because we don't want them working for ships a week. We want them on the baseball, team on the hockey team in the band. We want them to have a life and check the latest contributes to that. So that's why we have so many and, but they're locked into the same shift every week. So, this copying thing is absolutely wonderful.

01:25:00

Speaker:  I didn't realize that that's really cool about. We have a lot of minors as well. Not a hundred and sixty. We're about a hundred and twelve And about 40 or 40 or minors? Yeah. Heidi. Do you think that you'll be using these accountability features? When they release soon like this week? We would love to yeah we would like to try. I was yeah, first ones I'd ask Mike about it if that was something that was coming. Oh, you are working on it because it was one thing that we were that we've always been looking for and we really try new books. Um, we went backward about two years ago, but everybody kept them in their pockets.

Speaker:  And they were washed, and it was just point that it was just so hard. That, I mean, we've been looking everywhere to see, we've kind of used Joel a little bit, not the greatest, not the greatest platform for it, but, you know, we've kind of been playing back and forth, but that's one piece that we've been kind of watching for, for I think we've been on for almost two years. Oh, cool. So, how are you gonna know? So, the, I showed I demonstrated the features you'll get to play with them later. I guess you could play with them tonight on Beta and then they'll come out on the production version for everybody else after that. How are you gonna know if they accountability features are like a good platform for you or if they don't quite hit the mark, If they're used, I think is going to be number one. You know, for us, it's always been the use feature and one click. I can tell you. Up until we've had this, you know, we used to have the pet and pay okay, the time it would be used about 50% of the time and we would just weak it.

Speaker:  Percent being used because it's fairly easy. It's easy to move, people back and forth. We know where we are. We know where we're going on paper. Adding that feature that we don't have to go into hot schedules. Absolutely amazing. Um that is going to be huge. It's been a long time coming but that half an hour back and forth but it does change breaks. And it changes, are they? Here? Are they not here? Are they outside? You know.

Speaker:  With also a huge fight feature there. So that's that's amazing. Thank you. I never even thought about. Yeah. And also the fact that you can flip them from front to back, Oh, that's another thing. All that, that is totally, we're not the typical Chick-fil-A. We're literally like 50, 50 drive through the dining room or not drive through to the rest of our business. And so, there are times in which I need to take somebody from the front, put them in the back, just to get us through. We are Yeah, I'll be the position that everybody hates the most in my restaurant is primary prize.

Speaker:  The reason being is they are making fries for for counter for third party because I only have one prior over there. So on the 15th, my second prior is here and it will get power to it and then that'll be balanced. But right now, you know, we got the fries are sitting in the shoots and obviously, you know, taste of fries has gone down with people taking food, home, temperature, fries, and things like that. And I think we're going to come up in that category because we get this. Other fryer, less product is gonna be cooked on primary, which means drive through fries, are gonna be hotter and then fresh fries are gonna be able to be cooked on primary, but I don't know how many times, I send back a helper to help secondary fries. Right. Probably argue. We're 50 52. Um, I found like the northern part of the country.

Speaker:  250, Where's the southern part of the country is that 640. I'm in Massachusetts. And so you know here, People enjoy the dining room, people, enjoy the play places. And so that's a, that's a big piece of what we try to do in the hospitality. End of things is having that person of the dining room who connect with the guest, because our guests, love the dining room. I had a, we had a tournament last week that lasted for four days and every single night we close at 10 on the weekdays and eleven on Fridays and Saturdays. And every closing hour was 2500 dollars to three thousand dollars. Wow.

Speaker:  And so, you know, when you've got any and it's like, at that point, it's 60%, dining room, they're all coming off the game. They're all getting shakes and food, sit down my dining rooms packed with full, you know, high school and college kids. And, you know, my drivers got like three cars in line the time, you know. But but it it's so cool to be able to um, you know For us to be able to identify what we are and made our own. It's one of the things I love about Chick-fil-A is that like there's no middle management. There's nobody coming in saying, Cut this, cut this cut this to make them look good to their boss, You know. It's like my operator understands that my labor is different than the store that's beside The mall the mall's closing at nine o'clock in the last hour, they're doing like 800 bucks where we're doing three thousand dollars.

01:30:00

Speaker:  And and so, you know, my labor distribution is going to be very different but that's what you need about Chick-fil-A. But then James's product makes it easy for us to manage that if we know we're doing that, then we staff it. We know what's coming and we just get to lots of turn on guest service. We don't have to worry about You know, are do we have enough people? We've actually planned for enough people and one thing we've actually told them where they're gonna be for that hour, so totally fun. Wow, amazing. Amazing. Fun stuff. Well, yeah, I gotta go cool. Well, Heidi, thank you for joining the conversation. That was fun. And we'll be releasing the features later. So play around with them. And if you have any questions, you can email us, we'll get you. We'll get you set up and would love for. We'd love to hear your feedback as you roll it out and start using it. Cool.

Speaker:  Thanks James. Thank you guys. Nice to meet all of you guys. All right, later. Hi, thank you.

Speaker:  All right, Jason I can't find them. I'm trying to quit.

Speaker:  No idea how to get out so I literally can't find it. All right, I see about take care. I speak to Kevin, Mike, Tony, if you're still there. Sorry.

Meeting ended after 01:32:09 👋