The OneClick April webinar was a great time to review the recent release, give tips and tricks, and listen to our guest speaker, David Thanepohn. We are very excited for the growth inside OneClick and are very grateful for all our customers!
OneClick Updates
Training Rating Settings
Leadership Only Checklists
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Guest Speaker: David Thanepohn
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Watch the recording below!
I'm going to go ahead and share my screen. Actually, I'll switch my There we go. And I'm going to show you guys just our little agenda for today and kind of what we have planned for you. First is we have some updates by Brian Brown, who is our new customer success leader. And then we'll be celebrating our new certified one-click champions. I'm really excited about that. We'll be going over some tips and tricks and then we'll have our guest speaker, David Thanepone, be able to speak to us today. We're really excited about that as well. He's got some really great things planned. And then anyone that makes it to the end will be doing a giveaway, a $25 Amazon gift card. I'll be spinning a wheel. So if you're here at the end, then you will likely your name will be put in for the spinner. So please stay till the end if you can. We're going to go ahead and start with Brian Brown, and he is going to share his screen and show us some of the recent updates that we've released. Alrighty. How's everyone doing today? All right, so I'm going to go over a couple new things that we have in the system here. And then I'll let David take over and share all the share his brilliant mind with us. The first thing I'm going to show you is our update to our training ratings. So training ratings now you'll be able to edit change names, add positions. You can also reorder them. You'll see here training ratings is going to interact with passports directly. So if I move first day front of house down and front counter when you go into passports. You'll see they switch as well. So if you do orientations or if you want to change the way You train people in passports. You can easily modify it here. On how you want to train people. You know obviously most people you're probably getting trained on beverages before window At Chick-fil-A. Some of the cool functions in training ratings is you can preset. We have default criteria in here. For your store. But if you don't like it, it's super customizable and you can change and name everything the way you want to name it. So if we look here at front counter You'll see all of the different criterias you can add. You can add extra criterias. Name them whatever you want here on front counter we have second mile service accuracy, communication, productivity, and speed And you can also customize the star ratings. On trading ratings as well. You can see the default ones. We have in here for one star, two star three, four, and five star. And that criteria is also separate depending on the the label of the criteria so accuracy, you know, zero errors, you're perfect, you're five stars And you can do that all the way down on every Every single position. You can also create new positions. You know, Chick-fil-A is always innovating and adding new stuff. So if they add I was making a joke with Kevin the other day if they Chick-fil-A wanted to start doing drone delivery and we needed to teach somebody how to operate a drone you could Add a drone delivery position and it'll automatically add a passport to it. As well, that'll link to it. So new team members can get trained on on the new passport, the new positions and whatnot. Any questions about training ratings? Or the passports and how they link. So if they already have their current system built, does it transfer over? Into the new system. Yeah, everything you've already done is already going to be in your system as well. It'll just look a little different like you see on this new screen. You can also see this one at the bottom of my screen down here that's grayed out. Like we talked about, Chick-fil-A is always changing. I know a lot of stores went away from Expo so say used to have an expo position but you don't use that position anymore for one reason or For one reason or another, when you go in here to edit, you can deactivate positions. And they'll always stay here on the bottom if you ever wanted to reactivate them, it's going to save all that data. So if you did deactivate a position, it'll just be grayed out. At the bottom because we don't use it anymore. But if you ever decided to use it again, maybe the new system didn't quite work out like you thought. So you wanted to go back to using an expo you could just reactivate the training ratings and it'll reactivate the passport and And everything as well. One of the other cool things we added. Go ahead. So hold on, Brian, we have a question in the chat from Amanda. Can we tie it to specific permissions so it only pops up when they are at that permission? Kevin, I'll let you take that question. Or is that something that you want to do. Or if they do Currently, no, not yet anyway. That's something that we want to do in the future where if they do hit a certain like, hey, they have to be at least a trainer in order to hit like window type thing. Or the same idea of like you have to do IPOS, then headset, then beverages in that order. And then once you do beverages, then window unlocks, that type of thing. We're wanting to do that in the future, but not currently yet. All right. Any other questions in the chat? Great. No. Yeah, awesome. Thanks, Amanda. I'll try to find that canny post to see if it's created already. All right, so that's kind of the basics on training ratings and passports. One of the new things we added to checklist is being able to to set permission levels for checklists. So if we go in here and look at front of house play area. You can now set required permission levels. So if we only wanted a team leader to be able to clean the playground. You can set the permission to team leader and we'll pop over here to the checklist tab in a second. And it'll only let us assign people that are team leaders or above. So if we pop up the checklist. I didn't save it, so it's not going to save it Save and pop over to checklist. 2 p.m. So we already completed the front of house playlist, so you can't assign it once it's already completed. But we'll see like a weekly persistent checklist. And we'll unassign these. And let me check my settings here on the weekly. Persistent to see What the? So it's got to be a shift leader or higher to go into the weekly persistent SL checklist. So if I have front of house general And I try and assign Diego. It's not going to let me assign Diego, you'll get a little pop-up at the bottom That'll automatically disappear. This is team member cannot be assigned to this checklist Due to the permissions. That way, if you have any checklist that only a leader should be completing like a mild chick-fil-A you know we'd have a manager checklist at the end of the night before he locked up That he had to complete, you can set permissions where You know, it can only be assigned to to shift leaders or above all the way up to directors As well, any questions about that feature or how it works or how it can be utilized in your store? My thought, at least when we made this, would be that for leadership checklists would be for like your cash till or your safe count. So that way only like shift leader and higher can see that safe count. And then eventually in the future, we want to do like conditional formatting so that they like when you add like the pennies and the nickels, it would automatically add up the total at the bottom. So that's a future thing that we're wanting to do. Kevin makes a good point there as well, where if it is a shift leader and hire checklist, only the shift leaders are going to be able to see that checklist. So it also hides some things from regular team members if you don't want them viewing certain checklist that can only be seen by whatever permission level and above. Obviously, it works just like all the other permission levels in one click where You know if it's a ship leader shift leaders and above, if it's director directors and above can only see that. Just going back to the save count. I think we've decided that we're going to do that in a separate area. Wasn't that correct? Yes, I think our champions recommended that it be separate from checklists. Okay, just clarify. We do have a question in the chat from Danielle. Do people know when they are assigned a checklist? Currently, no, but we're currently developing notifications for that. So that is to be released soon, I would say. Okay. Anything else, Brian, that you want to review or any other questions? A couple other just really small things real quick. Under reports, you do have the ability We had exporting reports and checklist all the way through infractions. If you want to export your moolah to a CSV or a PDF file. That you can print out. You do have the ability to export your boula. Reports now. And then vendors list We added a website function. To the vendors list. So if it's something where they can go chat a website versus making a phone call or sending an email. You can go directly to the website from the vendor list. You just click on the website and it'll take you directly to the website you link to it so just to a couple other small improvements there we made for you. And chat translate is also in searching chats and the ability to mute a chat. Tracks. Plenty more coming for chat as well. Okay, any questions? Okay, great. If you have any questions, go ahead and put them in the chat. We're happy to answer them on the fly in the chat. Okay, thank you, Brian. We're going to go ahead and switch over to this. Now I'm going to just celebrate really quickly our new one-click champions. We're getting quite the list here. Every time I add new ones, I have to downsize the font, but I'm really excited for our new champions. It's basically from It gets here from Abraham. No, it's actually from Andrew Mueller on our new champions from the last month. And even a few got added today. So congratulations to you. If you have not taken the champions program and you want to be part of it. Please reach out to us. It's actually already accessible in the app to operator, and manager positions, but we could also open it up to additional permissions. So congratulations to those people. And then I'm going to quickly review data interactions. I won't spend too much time on it because I want to leave some time for our guest speaker. But what I'm going to do is I'm going to go ahead and switch my screen share over to our QA account. Let's see if it switched. Let me try that again. Give me one second. And really, the data interactions are part of the shifts feature. And the whole idea behind it is having shifts build for you instead of you having to spend time building the shifts. So what you do is you're here on your shifts page. I'm just going to bring my pointer up and then you go to your layout editor, which is found on the top right of your page, or it's in your settings. So if I go to layout editor, you do have your positions and your areas If you click on an individual position, you can see the data interactions on the right column. I'm going to scroll down to get to that here on the right. And this is the box right here with data interaction. So basically you can have your shifts be pre-built. Depending on a training position, depending on a permission level that's associated in one click. And then, or you could do it by hot schedules job codes. So if you know that that person, that type of job code is always going to be added to that place on the shift, then you could just have the shift build it for you. Similar with other positions, a lot of people use it for leadership, but if you want to try it with some of the other positions, it works really well and does save you time. So that's one thing I wanted to cover today. Any questions about data interactions and how to make your shifts work for you? Okay, great. Okay, I'm just going to switch back over here and we are going to have our guest speaker take over. It's David Thane Pone. He has been one of our one-click advocates for a little while now. He's got a very interesting story with OneClick, which hopefully he can tell a little bit about. But one claim to fame for him that I want to mention is that he came up with the idea for vendor list. The new release. So if you like the vendor list, please give him a thank you because it was his idea. And he's just an overall great guy. We love him here. And I know you guys will get a lot from him. So I'm just super excited to have him on board with us today as a guest speaker. David, do you want to come up and say hello and I'll make sure that I can pass off to you? Yeah, no, just really looking forward to being with you guys today. Like Brie said, my name's David. I'm with Chick-fil-A and Rankin, which is down in the Savannah area of Georgia. We've moved here to this location In 2019, so the last about six years we've been here. Before that, we were actually in Peoria, Illinois, and that's where we were since 2012. And when I say we, I mean. Operator and I. So that's been a great time. We join one click pretty early on when we moved down to Savannah. And so pretty much when it was just shifts and that's about it. And so… We unfortunately did leave for visible and then came back Last year. Maybe been about a year. And so it's been an interesting story with one click but yeah So it's been a really cool ride. Went from a low volume to high volume, had to scale a bunch of things and learn on the fly, which is always fun to do, especially in the middle of COVID. You know what? That's the joy of being at Chick-fil-A is we get to change and adapt all the time. Yeah, thanks, David, for the intro. I just have a question about that. I know your switch from visible to one click wasn't easy. You hear about people changing their operations and that could be somewhat stressful to implement new systems. So tell me, that must have been a big decision. What led you to that decision to switch back? Yeah, so the biggest thing we were trying to do is, you know, I think what a lot of stores try to do, which is consolidate. We use so many different things for, you know, this one little piece. And so that was part of the reason why we wanted to go to Visible was because we're like, oh, well, they have shifts and they have waste and they have all these different things. Okay, great. Um and Then when we got to it, it was just really a matter of, okay, but it's not built that great for Chick-fil-A. We're one click and that's one of the things where it has been getting so much better and adapting so much more was It started to build out where we didn't have that in the past. And so that was one of our big reasons for wanting to switch back. Actually, as soon as we switched to visible, my team screamed at me like crazy. But I'm like, look, we got it for a year. So we're going to have to do it for at least a year. And so it was really when came back up, you know, went to the team and it was a unanimous vote of no police back to one click. And so it was really an easy thing for our team. It was a really easy thing for me to just kind of help get the systems in place for our team that they want and that they're comfortable with. And that was the biggest thing with one click. There was a lot of issues Obviously, whenever you switch platforms you're not going to have seamless things go on. That was one of the things I loved though and made the switch back super easy is everything we had previously built out Was already there. And so it wasn't having to rebuild from scratch. Kevin helped us out a lot with that. That was one of the things we also love about one click is you guys help build it out. Where with Visible, it was kind of a all right Here you go. This is what you have to use. And it wasn't really the most fun in the world. Yeah. Thanks for talking about that a little bit. So your operations there in Georgia are quite unique. I feel like you guys have definitely found your swing of things and found a way of making things work for you. And I'd love for you to talk a little bit about what you currently do with your store, how you're able to lead your team and how you're able to manage your team. Tell us about some of your systems that you have in place. Yeah, so one of the things that we're really trying to do is You know, I've done low volume, high volume now. And so really to the point where it's a situation where I had everything fall on me. And I think we've all been in a store at some point where it's just the director and they're the ones making all the decisions. And one of the big things with becoming high volume and scaling as much as we have over the last five years. Is just trying to give as much ownership to our team each level down. And so… Where you, for us, when you look at our checklist, when you look at our lineups and different things like that. You'll see a director on duty, but almost everything goes then to the supervisor. And they're the ones pretty much maneuvering everything with one click. And so that's why when it came to the decision of what do we do? Do we pick one click or visible or something else? The supervisors were the ones that were unanimous of it's got to be one click and so They're the ones that love it and they're the ones that enjoy using it so much because it's so user friendly for them. And so that's one of the things for us is scaling it. To make it for the, we call them supervisors and supervisors their assistants and the team members just to make it as user friendly as possible for them to utilize it and use it. So everything from the shifts to the checklist. That was one of the reasons why I wanted the vendors was because I was tired of getting the phone calls at 10 o'clock at night of, hey, this broke or hey, this happened. Who do I need to go to? You know, we'll just open up the vendor and go to plumbing, go to Coke, go to whatever you need to. And there you go. That's the phone number of how to get it fixed. Is putting as many tools and resources into their hands so that they feel like they have the ability two run shifts and run the store. Just as much as I do. I love that. Thank you, David. If anyone has any questions, please type in the chat. I would love to get a little bit deeper about your systems. Specifically, something you mentioned to me that you guys have really developed really well is your checklist. So I'd love to hear more about that. What checklist do you feel like are your best assets to your store? And if you could even be specific and if you want to share your screen, you're welcome to do that too. Yeah, so one of the things that my operator said to me a while back is, you know, I could care less about winning symbol. I want to win Guardian. And that was something that we really made a strive after over the last couple of years. And thankfully we won back-to-back guardians um 2024, 2025. And so one of the big things when everyone calls and says, hey, how'd you guys win Guardian or how'd you win back to back guardian was I always pointed them to safe select And that's, you know, something that's in Something that's in, you know, at Chick-fil-A. And so The problem with that is they got rid of it just recently. And so to become a guardian of the brand, which guardian of the brand for us is a food safety award. What we ended up doing is on our food safety audits anything we missed, we then now put into a checklist. And so now we have that. So we are checking it every single day. So we're not repeating these mistakes. Because while on those audits, if you get a repeat, it basically counts as double. And so I know that's something for a lot of Chick-fil-A's that, you know, they struggle with And so just wanting to make sure that, hey, this is how we go about doing it is just checking it every single day. So that way we can make sure That we're not missing those. So unfortunately, you know, we do have to build it. It's not something that we can just go ahead and you know, just input right in but if we go… If we go ahead and just go straight to it, and I got to remember where it's exactly at. Apologize. You're good. And then if anyone, as you're explaining them, if you want access to this checklist for your store, let us know and we can actually copy it over to your store. Here we go. Yeah, so… So it's labeled for us as a mist on EcoSure. So unfortunately, this one's a pretty long one because it was a temp issue that we had and so on EcoSure, then the next thing they're going to do is anything that's a temp Is going to be a red flag. And so all of the things that they are going to check, we now have in the checklist. And so everything from product to even things that are in there and so This one's obviously looks like it's being done at the moment because some stuff's been checked off and some stuff hasn't by our team. And so this literally just breaks down everything they need to check. For their shift that day. And so that's kind of what we've done then as our safety check. To make sure that we don't have this as a repeat violation. And David, Kristen asked, is this a daily checklist or is it… part of the day. So for us, it is. Yeah. So this is something that gets done every single day. Personally at our store haven't had to do it multiple times in the day. We could if we wanted to, but this is just our way of checking every single day, hey, we're not going to get a repeat if we have that food safety audit today. Great. I love that. So that ego sure if you want an example of that in your account, let us know if you want that checklist added. What other checklists do you have that you feel like are really useful if you have any? Otherwise, we can move on. Yeah, so one of the things that we kept running into is How do you make it through a peak and not need something? And so that was one of the things that, you know, to cut labor of, you know, a stalker or anything like that. So we call what our pre-peak checklist. And so basically it's for front counter, every section that there is in the restaurant that up front. Of what do they need to make sure that they have stocked and ready to go so we can make it from start to finish in the peak with hopefully not having to run off or pull someone away to be able to stalk. And so everything from our trashes, you know, brand new to are the fridges full? You know, do we have enough lemonades made? Our sauce is redone. You know it's built out so that way right before we go into that peak. Those positions just those positions go ahead and check off that they got everything that they need and then boom, we're ready to roll. And this is a once a day checklist, correct? So that's not actually a once a day. We do it before lunch and we do it before dinner. So this is a twice a day for us. Got it. And then Brianna asked, oh, wait, this is Kristen first. Do you do these in addition to a transition checklist or would this be your transition checklist? So those are separate. So we have an AM and PM. Supervisor checklist and they do have some overlap so that way they can go ahead and transition with each other but the pre-peak checklist is purely a stocking checklist So that we don't run into running out of whipped cream or running out of something that's going to pull someone away from their position. Great. And then Brianna asked, is the pre-peak checklist available for everyone or is it something you have to build yourself? Brianna, we can actually copy his over if you would like, and that would give you a starting point. Just if you could direct message me that you would like that, then I'll put your name down. Anyone else as well, you can direct message me here in Zoom or just put your name in the chat and I'll know to Okay, thanks, Kristen. Awesome. Thanks, Brianna. And then lastly, one of our newer checklists that we have is what we call our cleaning checklist. Something where we're still building out. Kevin's helped us out a lot over the last couple of weeks. Is we actually have every single day for day and night front and back, we have different Things that need cleaned once a week. And so this is a cleaning checklist for that. But what we love about it is We've learned with Kevin, we have to put this in twice, once as a checkmark, once is for the photo. And so right here, if we were to go ahead and click, it's actually going to take you to the pathway procedure of how to actually clean it. And so it links to our at Chick-fil-A and then it gives the team the exact procedures of how they do that. And then afterwards, they can go ahead and take a photo of what that looks like and how it was cleaned. So if I go to the early morning one. So it gives the pathway link and then the photo of the fridge actually cleaned after the team did it. I love the use of the link and then also the picture. I think that's really great because we do get some people asking if They can add a picture to show what done looks like. So this is a really great workaround is to have them go to pathway. So yeah, that's a… Yeah, that was the biggest thing that our team kept asking. They were like, so like the bun toaster or an oven or different things like that. Like what chemical do I use? How long do I let it sit or what do I have? The things that's hard to remember day in, day out and you don't do it every single day. And so this was just our little workaround of incorporating pathway, but still utilizing one click at the same time. I love that. Any questions about checklists? So far? Yes. Kristen likes all your checklists. She wants all of them. Do you want to show any more checklists, David, or is that… give a good review. I mean, the only the two other big ones that we utilize the most is I would say our supervisor and our director checklist. Which are both of them are built similar. In the sense that they're built by time block. So what needs to be done and what needs to be overseen? And really, it's more of a, did the team get it done? Most of these things are Every day you do it. But did the team actually do it? And this is the supervisor or director checking and verifying it. But it's built into blocks. So like right before you open. You know, during the breakfast hour during the lunch hour and then post lunch that transition period. And so it's basically just the verification that the team's doing what they need to do and that you're getting done what you need done. So, I mean, something as simple as is the ice cream machine on? Is the lemonade machine on? Those are very simple things that yes, we do on a daily basis but It's that day that you forget to turn the shake base machine on, which just happened to us not that long ago, but the checklist caught it because we had that for them to go and check. And, you know, so instead of having to throw away spoiled milk they were able to catch it with the checklist. That's awesome. That's really great. Tell me how you implement checklists, completing checklists with your team members. Do they take their own device around or… Yeah. So, yeah. So our operator does not like having phones on them. And so that was one of the workarounds we had to get is one of the things we have is we have iPads all over our store. And so because we have iPads all over our store. The team has access to them. So we have one right at the backing station, one over by our prep and print label. We have multiple training iPads for when they do training. Same thing in the back house. They're in every section. And so whenever the team member, you know, for the pre-peak checklist everyone can just grab an iPad. Doesn't have to be the same one And they can just go ahead and check right off on that. And so that's the cool part is then you see, obviously, you know, if they type their pin in, it gives us that name of who it is that Checked it off. And so we utilize the checklist in that way because we don't have the devices on them. Our supervisors above do, but not the team members. So it's a common device that we use. Great. And you just sign into the service account on those and allow them to do their pin. Correct. Got it. Okay, any other questions about his checklist or Anything like that? Okay, great. And I know when we talked, David, that you were saying that you're in the process, your team is in the process of revamping your training system. Yeah. How is that going? Tell us a little bit about some of the pain points you're experiencing and how you're able to do that. Yeah, so what we did… While we were using visible was we switched all of our training over to Pathway. And so Pathway came out with the ability to, in an essence, create passports. And so we built everything over into Pathway. Well, now, because we are back with one click, we wanted to switch over to the passport program. But in the same time, we were revamping our complete training program. So instead of putting in our old system and just going with that. We've been working behind the scenes, you know, doing all of the, you know, day one looks like what day two looks like what how many days are we going to do? And so it's one of those things of tearing something down and rebuilding it, which is never fun and is always a pain. But something to be great, you need to do all the time. And so that's something that we don't want to fear. But at the same time, I want to roll out Not something that's perfect because there's never such a thing. But at least get it to a point where it's usable and sustainable and able to scale. And so that's what we're doing right now is we're doing all the work behind the scenes. So then that way we can incorporate it in and start using it. So one of the things we are doing currently is the trainer, getting them started at least is the trainers right now using the old system are going into one click and rating. To go ahead and give us at least that to start with. So we're not building that all from scratch as well. So it's implementing it in little by little. And then that way, when we make that switch, it's just going to should hopefully be fairly seamless because they're just going from pathway to one click But everything should be built the same. The links should all be there. The information they're giving and the ratings they're giving that they should already know and have. So it's just a matter of building it out. You know, to be as best as possible. It's not going to be perfect. It's always going to be tweaked. Yeah, and I think that's what's really nice about our recent release with the training ratings is the ability to do that in the app. Were there any aha moments while you've been rebuilding the system that you could share with the group? For instance, like You found out the way you run the ordering of your training ratings and those positions. Maybe there was an aha moment that really fit with your guys's current system. Is there anything like that that you could share? I think the biggest thing for us is we've been trying to build this out is just finding a way to make the training as simple as possible. I know that sounds weird, but The one complaint we probably get the most is the most from team members saying that they don't feel trained enough. You go from like zero to 100 so fast in Chick-fil-A. And so, you know, we're trying to, our big thing that we're trying to figure out How do we prepare them as much as possible inside the restaurant so when they go outside into the drive-thru where it's really fast. Just that they're as prepared as possible for that. And so trying to figure out how to build that and how to figure out how long that takes, it's going to be a little bit different for everybody, but try to make it as much of a system as possible. That's what we've been trying to work on is really just making them feel like they're already when they are released on their own. Great. I love that. And is your typical system for a team member to complete a passport and then they go to the floor to then practice what they learned or shadow someone? Is that kind of how the system works? Yeah, so far what we have is that every single trainee has a trainer And that trainer does the typical three-step process of, hey, I'm going to show you, then I'm going to let you do it. And then we're going to work on repeating it. And so that's the process that we do. And so it's just a matter of you know, how long does that take? How much information do you give them at once? That's one of the beautiful things about having pathway, which has all the procedures, but at the same time, it can be a fire hose. And, you know, for someone that's brand new um I felt bad. We had a kid yesterday. I'm not going to lie, got sick on us on his first day because he just got so overwhelmed with the information of just the POS. And I'm like, all right, buddy, we'll see if you got what it takes. But you came back today and he did great. And so thankfully. You know, he did well. And, you know, it's just that you know, like I said, we go so fast. And we sometimes take for granted You know, being able to see it from that new person's perspective. And that's one of the things that I love about what we do with One Click. And hopefully are going to incorporate into the passports is how do you build it to a point that it's simple enough for anyone to use? How do you build it so that way it makes sense and it works for even the person that's using it for the first time? I love that. That's really great. Any questions, please put it in the chat for David. I kind of wanted to transition into the next topic, which is your culture, which I feel like is a good transition from what we were just talking about. And one thing that you're also revamping is your culture. So I'd love to hear, all of us would love to hear how that's going, what your focus is now, what's your hope and what's your goals with it. Yeah, so two years ago, our operator and I, we sat down and we just really wanted to make sure that we were building a company that We personally wanted to work for. I love my operator, but one of the things we did probably like every year at the team meeting was like redo our mission And I was like, can we just like have the same for once? And so we sat down and we really dug into what What do we want to be known for? What's our why? Um and My operators looked at me and he goes, I just want people to take care. I said, okay, that's it. That's simple. I like it. Let's go. And so, you know, that simple, you know. Quote from Truett of take care. We just incorporated that in to take care dot, dot dot. And what is that dot, dot dot mean? That dot, dot, dot means to take care of the guests. To take care of the team. To take care of you know, the Chick-fil-A sandwich to take care of the dishes, to take care of you fill in the blank, whatever it is. That's what we want to do. And so we've rebuilt that. And that first year was just that. You know, we just spelled out to the team to take care. That's all we want you to do. If a guest has a complaint, take care of them. If a team member is all screens full of red, take care of them. Whatever it is, just take care of it. And so then this last year, we built it out even more and revamped the core values. So that way our team is now customer focused. They're ownership minded and they're systems driven. And so everything is now has that mindset of, you know, how do we give the best experience for the customer? Okay, but how do we have Ownership all the way down to the team member, what do they own? What do they do? Do they feel like they're bought in as part of it? And then lastly, it's only going to be sustainable if there's a system that's built into it. So how does that look? And so everything from second mile service, how do we build that into a system? How do we build care into a system? And so one of the things that we talk about is just, all right. My supervisors have the ability to give out at least one mini move every single shift. And so I want them to be able to do that. The mini moves like the small cows. And so, you know. Just simple ways to build care, simple ways to just systematize Whatever it is so that way we can do it. And so that we just keep adding little pieces to that. So that way our team just continues to just get deeper into the culture. One of the things I love the most, one of our supervisors, every person he clocks out, he always asks them what's either It's one of a handful of questions, but what's the mission statement or what's our core values or you know Who are we care about? He'll ask him just different things just so that way even the team member remembers it. You know, just the simple things like that. Whenever we say bye to the team, we always tell the team before we leave or before they leave. I… Take care like just little things to just try to just drive home what our mission statement is. Yeah. Yeah. I love how simple you made that instead of, I think a mission statement can be really overwhelming and complex and it really is simple and that probably has really driven a lot of investment with your team. Yeah, our vision statement, I mean, mission, vision, you know, it's all interchangeable. You know, our vision statement is to be Effingham's, which is our county. Effingham's most caring company by winning hearts every day. You know, that's the whole thing. But if you boil it all down. It's to take care. And if a 16 year old can tell you, hey, to take care, then we're going to make it as simple as that. And so that's what we just try to do with everything. Which it's really hard because even our um My operator, I love him. But if he could be at a spreadsheet and, you know, just build systems, he's great at it. He's phenomenal. But he usually hands it over to me because I'll look at it and go. Okay, this makes sense to you. But we got 16 year olds. So then we have to rebuild it. And so that's always the fun part is just, you know. Breaking it down to rebuild it to make it simple for even a 15, 16 year old. I love that. Any questions in the chat or you're welcome to come off of mute to ask any questions? And while we're transitioning, I know that you also talked about scaling up as one of your kind of north stars in a way, along with this mission statement and vision statement. Tell us a little bit about how you've redid your view of your view of maybe more the economic part of your business. Yeah, that's been probably the hardest part is the hardest part When my operator became an operator, it was a mall store. And so in an essence, as the operator, he was really the director of operations. And so then when he got his first free standard, you know, to get a director of operations, you know, he hired me. And so I was brought in and that's what I was supposed to do. And that was really hard for him to let go of. And then same thing, scaling up again, hiring more directors and a larger leadership team. That's been hard for even me to let things go. But the funny thing is, the more we let go. And the more we give things down the better results we get. I mean, it seems counterintuitive. We always say it all the time you know Yeah, you know, I can let other people do it, but I can get it done faster if I do it myself. That may be true, but you can only do so much. And you can only do so much without losing your sanity too. And so that's been the biggest thing and has gotten the best results for us is the more we give down to our team The more we grow and scale them up. The more we grow and scale. And so that's been one of our biggest focus. And even just recently, we did it just Just as recently as two weeks ago, where we took our director of ops Currently and split his role. And so now we have a front of house and a back of house ops. And so it's just continuing to just build and grow. And every single time we do it. We get better results. And so it's so It's been one of those things that's been hard because you look at it and you say, well, how is this going to work on the FCR? How is this going to work on the labor line? But somehow every single time It works. I love that. Great, great ideas. Anyone that has questions, please type them in the chat again. Yeah. Kevin has a question. For your future passport tasks, are you planning on using the multiple phase option? Demonstrate, imitate. And repeat complete or are you doing that in the training but only marking it when the phases are done? We have actually two at the moment. One where it's just like literally built out as is like this is what you do step by step. And then we also have it built in. We also have another one that's built in with the Demonstrate MSA repeat. I always hate using that, the demonstrate, imitate, repeat, because I never say it right. I always want to say demonstration, imitation, repetition. And I always… Stumble over my words. So, but yeah. So that's, you know, we have two built out at the moment. It's all done on like a Google sheet at the moment that we're just kind of working everything through and having the Links all in one spot. So then hopefully I can just hand it to Kevin and him build it out for us, but you know, we'll see. Kevin's laughing right now. Great. Okay. And I know that you're an integral part into the one-click feedback group. Like I said, if anyone's missed it. David's the one that came up with the vendor list idea. And so his ideas have been pretty crucial to our improvement. So I'd love for you to just give an overview of the feedback. And if anyone wants to join it, literally just have to become a champion. So if you pass the assessment, then you become a champion and then you get added to those feedback sessions. But love to hear your thoughts on that, David. Yeah, that's been one of the things that I've probably loved about One Click the most, even from the beginning. You know, all the way back to when we first started, anything that we needed or anything we didn't understand or we wanted tweaked to slightly different It was just a quick phone call or an email boom, it was done. And so that's been one of the things that you guys have done so well over the years is Take feedback, get feedback, and then execute. You know, even all the new things that are being built out, that's been one of the great things is almost all of them have come from feedback. That's been one of the things that's been fun about that, whether it's as simple as the list that everyone that is built out and just being able to vote for what you guys want to take as priority. Or, you know, I don't even remember how the vendor thing came up. I don't know if I was on the phone with you or with Kevin. I can't remember who. And I was just like, yeah, I just want to list like where I can just, you know, my team can just go. And it was like, oh, I think we can do that. And I think we can do that quick. And so it's, you know, one of those things that just to have a company to care enough to get from their customer what would make their lives easier and to listen and use it. That's been one of the things that I've just enjoyed with about OneClick. The most um there's been times where you guys have rolled things out and said, hey, this is what we're planning on doing. And the champions have been like, I don't know. And you guys listen to that or make little tweaks. And so that's been really a cool part to be able to give voice to that. But at the same to know that you care enough about us Because we care about what the product's going to look like. I love that. Thank you for expanding on that a little bit. The last thing I wanted to talk about is I know you mentioned to me that you do quite a bit of ministry work. I'd love to hear about how that integrates with Chick-fil-A and how you're able to lead with also that in mind and that talent in mind. How do those two kind of coincide, which I know it does quite a bit, but would love to hear your thoughts on that. Yeah, so… When I left when i left a high school youth ministry You know, 20 plus years ago now. I pretty much went straight into junior high youth ministry. My youth pastor asked me to help out with the junior high. And I was like, okay, sure. And I didn't realize that when he said help out with the junior high, he meant run the junior high. And so it just literally led from junior high to then, you know, four or five years later taking over the high school. And so if I haven't worked for Chick-fil-A, it's been doing ministry. And even while I'm doing Chick-fil-A, I've been doing ministry. For me. They're the same thing. You know, Truett said it best, you know. We're not in the chicken business. We're in the pupil business. And that's the truth. It's really just… taking every single person and just showing care for them. And so whether it be at Chick-fil-A, whether it be at church or whatever. It doesn't matter. It's the same. You're just helping people And so that's been one of the bright spots for me. Is just to be able to do that Just do it knowing that you know, it's not necessarily about the car count or about the sales, but it's about the impact we make. And so whether it's with the guest or whether it's with our team. Or just the community at large. How can we leave a lasting impact? And that's always been my focus. That's kind of how I'm wired. And my operator has allowed me to do that over these years. And so it's just been one of those fun things that, you know, to be able to take those two worlds and bring them together. That's been so amazing. Over these last, geez 20 something years that Both my wife and I have been in ministry. So it's kind of been a crazy ride. It's not always easy. I get that all the time. My talent director, he's in ministry at a church You know, it's not always easy. It's not always fun because let's just be honest, we're dealing with people. Both at the store and at church. And when you deal with people People are people. They're not perfect. They're messy and their worlds are messy If you and I are honest. Our lives are messy. I was telling Bree right before I got on here, my wife lost her job this yesterday. You know, her company decided to close down. And not fun. It's never a fun thing to go through. But that's what our employees and that's what our people that we live in our lives go through every single day. And so can we just be open and honest and vulnerable enough to just meet them where they're at? Because when we do that. We make a much bigger impact than a Chick-fil-A sandwich. Thank you. Thank you, David. That's very touching. And I'm sure you've blessed lots of people's lives just being part of it. So OneClick definitely feels blessed to have you part of us in a small way. And I want to thank you for everything. Especially your time here talking with us and sharing some of your talents and some of your passions. It's my pleasure. Any, yeah, I want to just leave it open. We have a couple questions. Any questions from the crowd or from the participants? Yeah, Kristen says, thank you. You did great. Wonderful. Well, thank you, David. We so appreciate you. And I did get a couple of people's names for those checklists. If you would also like David's checklist added to your account. Please just put your name in the chat and we can transfer those over. I am going to go ahead and share my screen again and we will And Judd says, thank you. Awesome. Thanks, Jed, for joining. I'm going to actually share my screen again and we're going to do a little spinner winner spinner for the $25 Amazon gift card. So I hope I got everyone here. Let me share my screen. And forgive me as I get this switched over. Okay, so what we're going to do here is going to spin this wheel. Everyone should be here. I'm going to go ahead and spin it. Oh, Kristen. Kristen, you get the $25 gift card. Thank you for joining. You're welcome, Abby. We'll be reaching out to you to get that sent, okay? Yay, thank you. Awesome. Well, thank you, everyone. Yes. Thank you, everyone, for joining. We so appreciate your attendance. Let us know if you need anything. We're here for you and we hope you have a wonderful and blessed day. Absolutely