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all right what's up we're here with Marcus from Hayward roofing and Austin from the Roofing Center sup man guys look like you're related companies with the logos and everything nice well branded roofers are real creative yeah put a roof over it and we're good uh yeah keep it simple thank you so you guys are both running multiple offices and I just want to kind of pick your brains or you know what's available to pick we were just kind of chatting about it a little bit Austin I just a little bit ago about how in the CEO panel yesterday that guys were talking about having a central office you know where most of your stuff was under one roof keeping the overhead low Hayward is not our main office Fairmont roofing is our main location then we also have Becker roofing and we try to do everything we possibly can under that one roof to keep our overhead down as we expand and keep costs under control okay that makes sense they have a centralized you know an office for all the admin and back office stuff so you're a bit at unique sorry go ahead I was gonna say the other thing so we do the same thing where we keep everything centralized so Salt Lake we have all of our back office staff we have an office in the other market sales reps use it you know we've got some production guys we've got some field guys we keep a warehouse there full of materials and trucks and trailers and whatnot but the other nice thing about doing that besides keeping costs down is you know me being living in Salt Lake but running an office that's ten hours away from my house the one thing I know is with everybody being there I'm able to stay up-to-date with what's going on on the job very well you know technologies that such that you don't really need somebody there are Montana phone number rings to our Salt Lake on okay our Montana male all get sent to our Salt Lake office like it's pretty easy to operate centrally and still have the second office because there is a need for it for us you know we have ourselves our ups there it's great to be in the market and show people that you know we're not leaving where there's a physical presence there yeah absolutely but as an owner you know and even anybody in kind of a management position it's great to be able to see kind of the bird's eye view of everything from my office right for us it's huge to do it that way that's cool now we're at this conference where you have a lot of companies that are that are very big a lot of companies are smaller maybe you have one location and they're looking to jump into a new market what's like one thing that maybe you wish you had done differently or something that you didn't foresee kind of setting up that second office setting up the second location for us the biggest thing is I'm not there all day every day you know when we started Fairmont I'm hanging my business card at every gas station I am doing Facebook live videos at every site constantly doing everything I possibly can to build our brand because I was on site and all the personal connections you have and then those personal connections that keep reaching out it's more difficult at that second a third location to get that initial jump out of the starting line at least that's what I've noticed okay first I want to hit on that because you guys have a unique strategy but you actually have different company names for your different location yes absolutely a lot of people like how Austin's set up with the Roofing Center that same name carries over in every location we're working on developing a parent company with individual locations like Hayward roofing Fairmount roofing backer roofing where we are targeting hyperlocal which is a term we started using more after working with you some about how we target our digital advertising we're doing the same thing with our branding we're branding very hyper local this is exactly who we are what we do and something we're hoping pays off I'll let you guys know what about five years without really think about strategy but right now it seems like a great idea yeah there's definitely some challenges in that but I totally get it because you want to give that hometown brandy you're kind of in more rural markets so that's that that makes a lot of sense you don't want to be seen as the that out of town skill chaser that's gonna be in and out right I want to have roots in that community yeah and how about you what was like a challenge for you guys like so we're a little bit different I was dumb enough that the day we opened the company we opened in three markets um would you recommend that no absolutely not shorten the learning curve learn from yeah start with one and go from there now it was a different situation because I had a very highly skilled team right and I had people who I trusted my brother you know my dad's involved with us so it's very it's a different situation to where I had a team in place I was able to say okay you go here you go here but for us the hardest thing about truly getting that second office fully up to speed you know like Marcus said you're not there so you're just not even you know being involved with everything but you don't have the same level of oversight so you need probably two things you need someone who you can trust to just be eyes and ears on the ground we have a guy he's like the saltiest you know mid-sixties old construction worker you can have who thinks my brother and I are idiots but he's like a really good set of eyes on the ground cuz he's just like salty yeah it'll look at anything like it's done wrong let's fix it okay but yeah and it's great you know cuz the really good quality control for us so you need somebody like that and then you need a lot of trust and everybody else operating out there so you know I I have to trust those sales reps at a very high level the crews it's that one's always scary to me like you know we have our guy who can be there and you know watch builds and make sure things go well but I find that if I you know meet a crew in person and I kind of develop this relationship it's a lot easier to hire these people and to hat you know make sure that we kind of have a relationship right we're now you know a lot of times I'm on the phone with guys and I'm like okay you know you pass this this business and this if you want to work for us go meet Rick and you know you're on board right and that's hard yeah because we just don't develop those relationships so one of the things we've done is like tried to move people who we work with in our main office who I know really well I'm like you know if you guys want to go to this office we'll pay a little bit more there's some challenge you know with 12 months a winter essentially and we'll move you up there and you know help you get there and do that but there you know just you don't have the control over it and you truly just have to trust your team which is good yeah you know it you realize quickly who you can trust and who you can't right but it is it's a hard step at first right and it took us a while to figure out kind of how to speed up that process so I have someone running that that you that you can trust that's going to have that accountability and that's going to basically treat the business as their own even like have that kind of ownership yeah you everybody has to feel like they're an owner right like the best thing I can do as a business owner is make everybody feel like there's a business owner and that's harder to do right now you know we're not doing a great job with it right now so one of the things we're doing is we're actually so the first Monday of every month now we're doing a video conference with the whole company and you know everyone's gonna be in our boatsman office everyone's going to be in our Salt Lake office and we're just going to run through things as a company do some you know awards hey you did a great job here's a gift card this and that reinforcement what I realized is a lot of our guides especially in our North office I mean they don't know the people in the office you know my one guy talk is my production manager five times a day he's never met him never met fish and you know when you're a salty 65 year old old construction worker that's a little hard you're not used to that type of working you know and so trying to break down some of those walls and bring the team together when at times there are 12 hours apart and worlds apart in life yeah and so it's trying to bring that together and so we're working on that right now of you know having those meetings bringing the teams together you know we're taking our weekly sales call and changing into a video call so that at least the guys see each other right they develop these sort of ways to work together because that is that is really hard you almost have two separate teams and you want to keep everything congruent and you know you there's always gonna be a little bit of rivalry my guys in Montana are always talking about how they want to sell more than the guys and that's cool yeah it's great it's like you're but you're still your whining to keep it all the way you want to keep it together right like you wanted to stay friendly well with technology these days it's it's there's a lot of technology enables you to do that video conferencing and software and dashboards everything so that could make it maybe a little bit easier to have those different tentacles out there and everyone on the same page right haven't haven't CRN's the way things are set up now it's so easy to have multiple offices keep everybody connected but what Austin's saying about not having those face-to-face conversations and minutes it does make it difficult you know people do feel that disconnect you know we've talked about it you know we're jessica's felt like hey I'm kind of on an island out here in Becker and you guys are you know everybody was in Fairmont with me and she's not there and and there definitely is that disconnect where you know maybe the video conferencing is the answer yeah get everybody to semi face-to-face and we try to get everybody to come into the main office you know once a month or so we've been bringing everybody in for vacating but it's hard to do it's hard to get everybody schedule yeah and you do what you can do and if we get 90 percent of them they're good so what's one of the biggest things that you're gonna work on this year personally like as a leader that that was kind of a gap last year training very specific training you know a lot of the things I did not go anywhere near and depth enough you know especially with our sales training I mean even there's stuff in the last couple days here we've already learned what's like man have really been droppin the ball where I say it I show it and I think all right well you should have this yeah I mean I've told you three times how do you not know this yeah well maybe you need to go through it with them fifty times until you're sure it sticks and then they're doing it the same way I mean you just assume everybody gets it like you right that's that's been my biggest pitfall as a leader is not being consistent enough and following up on the training enough to make sure we're on the same page it's good to have that self awareness and that humility to realize that right yeah absolutely how about you awesome our big focus this year kind of falls in line with training but it's putting processes in place for everything and it's because honestly it's because of the multiple locations like I want something done from Step a to step Z the same way no matter where they're right if they're you know in my backyard or 12 hours away we want that process to go flawlessly so a lot of that is you know I'm actually charting out every single process making videos of every process how things are done so that each position has these and can become highly trained I was a very frustrated last year with a lot of our employees and then I was sitting there one day and I thought you know what I actually haven't trained him to do anything worship of that yeah you know I literally threw him into the deep end and was like hey you'll do a specialty system right good luck yeah you know make the homeowner happy bring that check home but yeah and it just doesn't work and so you know not even just training but like development to I want you know we want to lower attrition in construction which is always an issue no matter what right and so trying to you know right now I'm sitting down for my production manager next week and we're charting out a three year plan for his position like where does he go next where our raises we're you know at what size do we need somebody under him does he want to have people under him or does he want to keep doing this and trying to kind of chart out a path for him cool so that he feels connected to the company he takes ownership of his job and feels like hey there's still opportunity here family businesses I think that's a really hard thing for a lot of people have to feel like they can move forward absolutely and I want them to write its how it has to be for us to grow I can't run it I can't do everything I'm not even that good at what I do you know it feels like good at everything look good at certain things I want to get people who were experts at what they do absolutely and orchestrate the circus right like I don't want to be the performer because I'm not good at that so we have a great analogy from he picks over there aapko roofing you have a catch-all system so he runs a pretty sizable roofing company in Texas and he's saying he spends about I think an hour to a week on it because he's got leaders and his analogy was he's running a fleet and then he's got a captain of the aircraft carrier and destroyer and like everyone's running their own ship and he's kind of running that that whole fleet so he's not running the ships he's running the fleet I thought that was a really good analogy i jus for someone who's really built some solid systems has bought into the e-myth Michael Gerber is here at the conference yeah and yeah you know running a very successful company multiple companies now running you know working hours a week so that's a pretty inspiring I'm still the deckhand yeah I don't know about going to a couple hours yeah well I grew up in the shipyards yeah I'm used to painting tugboats and they do that so over scraping wood P no oh yeah ed paint you have barnacles and all that yeah so what's I yeah what's on tap for this year you guys are you opening up any additional locations or focusing on your systems or we have one location in mind as far as opening another one this year but the biggest thing is you know we're building binders right now and get ready to do some heavy training to get everybody on the same page that's our biggest thing we got to do this year yeah we we're open to new locations I've done a few that we're waiting on licensing processes and you know I don't know if it'll be this year but it definitely is on the way and you know I want to make sure that especially some of our satellite offices are operating very well before we do the structure the other thing that I've realized in operating multiple locations is before I go there my team's great at selling roofing and we can find guys who are really good at that I always want to make sure that there's a good labor pool from which you know especially when you get into more remote more rural area I think we deal with the same thing out of the same problem you know we're like well we'll pay you extra to come here but it's a 12-hour drive for them and that's a yeah and they're like we don't want it to be in the middle of somewhere that's freezing cold for eight months a year yeah we yeah we do it all the time we'd like that so you know we're making sure we're very calculated about where we're going but there are two offices that we're looking at I don't know if it'll be this year next year cool yeah so a couple lessons here just as we wrap up have the humility to know that you're not amazing at everything systems training processes don't assume that everyone in your company knows everything like you do and empower people to become become leaders in your company that's going to create growth right that's yeah awesome to have you guys here thanks so much for thank you it started with day two here do we have an awesome day and we focus on marketing systems so if you are looking to build out a marketing system in your business go to contractor dynamics comm slash learn and we'll help you out get on the call figure out where your gaps are and help you fill them talk to you soon