Boo-tiful Employee Retention:
How To Slay Turnover and Save Your Bottom Line

Hello, everyone. Welcome to a frightfully fun webinar hosted by Grace Hill. We're thrilled you've joined us today to explore the challenges of employee retention and how to, use employee surveys to be your secret weapon. As you're settling in, share your location and add a spooky emoji if you're feeling festive. We have a lot of fun things to get to today, including a spooktacular prize box giveaway, including a cozy jacket, a stylish steel mug, Starbucks gift card, a sweet candy dish, festive fall decor, and more. By joining today, you have automatically been entered. We will draw for that prize just a little bit later. But that's not all. We also will reveal a surprise entry to an additional drawing happening next month, so keep your eyes peeled for that. Now let's introduce our ghostly expert who will haunt you with chilling statistics about the current staffing environment. Get ready to be spooked. Remember, throughout the presentation, feel free to submit your questions using the questions box. We'll have time to answer them before we wrap up, so let's dive in. Welcome to our hosts, Amy Cortez and Amy Fisher. Amy Cortez an experienced sales and operations leader with over twenty five years of service in various roles. She is passionate about understanding her customers' needs and uses her business knowledge to help guide them to a solution that makes a real impact on their business. Next, Amy Fisher, commercial sales executive. Amy specializes in KingsleySurveys and has a proven track record in driving growth for her customers. Her expertise spans commercial real estate, finance, and investments with a keen understanding of ESG and GRESB standards. Welcome to you both. Awesome. Thank you, Kayla. And we kept it easy with the same name. And no. That's not fake. That is real. Both Amy's here. So we'll try to keep it clear on which one's talking. But thank you, Kayla, and thank you all for joining us today. We are so excited to talk about Grace Hill's employee engagement survey because we look a lot at the data, and the national employee turnover rate is twenty two percent. Additionally, for those people that are on the call right now that probably have some mixed assets in both commercial and multifamily, the multifamily segment, as you can see on the screen there, is experiencing an elevated turnover rate of thirty three percent. So to get us started today, let's take a look at where each of you fall as it relates to the turnover that you are seeing. So we're going to make you participate here in our event, and we're going to launch our first poll, which is going to ask you what is your current employee turnover rate. So on the screen, you've got, yep, I'm experiencing higher than the industry average of thirty three percent. I'm right in line with the industry. I'm slightly lower than the industry, or maybe you're majorly lower, and you can put it in there. Or maybe it's, oops, I don't really know. I haven't really got a pulse on it. No shame in that whatsoever. We're just trying to get a feeling for what you guys are seeing. So we're going to give you just a few seconds here. It looks like we're getting some good responses. We've got about an even bag coming through right now. So we want you just to click the screen. What are you seeing? And really, we just want to make sure that this webinar is applicable to you and what you're experiencing. So we're going to give it just another fifteen seconds here. Okay. I think we're going to go ahead and we're going to close that poll. So 26% of you are saying that you are higher than the industry average. Ouch. That hurts a little bit. Let's see. 26% of you are in line with the average. 29% is slightly or maybe significantly lower, and eighteen percent says, oops. I don't know. And that's okay. This data is critical, because the average cost to hire someone is forty seven hundred dollars. So for a company with a hundred employees and you might say, I don't have a hundred employees. That's okay. I'm just doing easy math here. So if you have a hundred employees, that turnover rate could mean spending an additional hundred and fifty thousand dollars in hiring cost alone. And I have to say that number is probably a stretch on most of your budgets. I know that's a stretch on our budget. So I think we can all agree that turnover cost is very costly and is really the first step in figuring out where our employees are struggling. So we're going to kind of start with diving in here today to what Grace Hill has as it relates to employee engagement and how we can help you understand exactly what it is that we can show you with the system. So, Amy, I'm going to turn it over to you, and let's dive in. Thanks, Amy. So first, I need to apologize to all of you for, like I told them not to put me in charge of changing the slides, so they were straight. But regarding the forty seven hundred dollar number, that is some pretty scary stuff out there, but have no fear because Grace Hill KingsleySurveys is here. Our employee survey, program conveniently resides into our online platform PerformanceHQ. For those of you that have more than one Grace Hill product, you'll have everything right here in one place. To get to your survey, you simply go to the results, and it's going to have your survey information up here. One thing I want to point out from the beginning is that our surveys are anonymous and, responses for a question that have less than five answers will not be shown. You cannot drill down further. This is called a confidentiality threshold, and it's used to ensure employees' responses are private. Yeah. That seems to be the number one concern why employees don't want to fill out these surveys in the first place. So speaking of questions, the first thing I want to start with is the question details right here. So the questions have been created by Grace Hill KingsleySurveys, and it's a standard list of employee engagement questions that have been vetted for best practices in our industry. How this works is your implementation manager will work with you and any stakeholders within your company to customize anything in here that needs to fit your your goals a little closer than just the general questions. Together, you'll review them, and you'll engage in a conversation about creating a survey that matches your company's objectives in a way to give you some actionable items. The next question I usually get is how often should I conduct an employee survey? And there is a trick to that, but Grace Hill can help you. You should survey annually and in the same month every year to build consistency and trust with your employees. The treat that Grace Hill can provide is that we provide an additional four full surveys throughout the year. So to kind of explain a full survey and what that can do, let's go into the comments. So in these comments, we have an AI sentiment tool that will read all survey comments and use AI to make recommendations for the organization to act upon. So in this example here, if you look at the bottom, one hundred and sixty nine employees would be interested in more in person educational workshops. So what you could do is start implementing those monthly workshops and perhaps after three months, send out a pulse survey on that topic and see if employee sentiment has changed regarding that topic. So since we're on the comments, a lot of people are really interested in the detailed comments. So AI is great. I like that you summarize everything for me, but I'm the type of person that likes to see all of the details. So you can click on details, and what that's going to do is give you a few options. At the top here, we have boxes for the two open ended questions. What they do is a word cloud, and it pulls out the words that were most frequently used in open ended comments by your employees. So these would be things that I think my company should create, and these would be things that my company could improve upon. If you look down here at the bottom, you've got all the open ended questions listed or open ended comments listed. You can right click and you can export this into different formats if it's easier for you to read that way. So while we're here, anytime you want to clear any filters that you have used, you can click the clear the filters. We're going to go into filters in a little bit here. I first want to show you kind of an overall view of this dashboard and how it works. So we've looked at the engagement tab. On the engagement tab, these are the different engagement categories that those questions roll up into. So it gives you a quick snapshot of how that category, how that sentiment is currently at whatever you have it filtered down to. The next section would be category details. So category details point out highlights and lowlights based on different categories of the engagement, process over the engagement sentiments. You can drill down to each of these different, such as learning and development, and then it would change your screen to be just about learning and development. And, of course, there's more filters as well. The next section at the top, we've already looked at question details, but one thing we didn't really look at is the fact that you can drill down by different categories and specific question name. So you can literally come in here and search. So if I search the word happy, I am happy working at my company comes up, and it changes my screen and drills down to just those statistics there. We looked at comments already, and then we could go into category breakdown as well. So this just simply breaks down different categories that you want to drill into. Going to the second row, you've got the filters. So the filters are the really fun parts. I want to go back to the engagement page. It's a little easier to demonstrate. So the filter first and foremost would be the survey time period. So if you survey with us year over year, you're going to have all of your results in here, and you're going to be able to compare your improvement year over year. Maybe you have different divisions within your company such as corporate and on-site. So you could say, I just want to take a look at the corporate employees or the on-site employees. Of course, department, pretty much everybody has different departments. These are custom based on, what you tell us and set up. Generation is an option as well. Gen x, of course, is the best. I might be biased, but I understand. Job title, ethnic group, tenure group, and gender. Now in my conversations I've had with some some, customers, they said, well, I'm not really comfortable putting, you know, gender in or, ethnic group, for example. You don't have to. So those are things that you can tell our team you don't want to have that in your survey, and we can take them out for you. The next row is a quick snapshot of what's happened with your survey. You had a sixty percent response rate. That means three hundred of your employees sent that survey in. Your current employee engagement number is forty nine percent, and our index is sixty one percent. So we're going to get into the KingsleySurveys a little later here. A quick little chart that you can export, maybe you're working on a presentation and you want to put this into that presentation. It's just a quick view. And then I really like this for busy people. What are my top areas of strength and what are my top areas of opportunity? So that's that column. On the final column, we've already took taken a look at questions. We also have things like question trends, question rankings. And what I like in question rankings is maybe you want to take a look at the different departments in here. And, again, I feel valued to the, contributions I make to my company. And what I really love is that you can click and sort any of these. So you can see finance has got a much better, sentiment than administration does. And, again, all of this can be exported. You've got raw data that you can export out of here. The raw data will help you compare versus the KingsleySurveys as well, which we'll go into in the next segment, and then a simple comparison on different bits of data that you want to compare, and take a deeper look at in here. You probably noticing the red and green. So, again, you see the percentages up here. It's a way for us to quickly point out to you where you're doing well, where you could use some help, and where maybe you're just just neutral on the subject. So that was just a brief overview of the dashboard, of the functionality of the dashboard. And I want to go back to Amy though because I want her to talk a little further on the financial impact related to employee turnover. Yeah. Absolutely. So, that information that she just shared is so critically important because understanding what our employees are saying is so important to understand how to make sure that we're making them happy. And the reason for that is replacing an employee can cost up to twice their annual salary. So I'm going to let that sink in for a second. Twice their annual salary that can cost you. So if we just use our earlier example of a hundred employees, and I'm only using it for simple math, And let's say an average salary of fifty thousand dollars, again, just for simple math, that adds up to be two point six million dollars in turnover cost that you could be experiencing. It's a staggering number, but even more eye opening is that companies are losing three million dollars each year due to disengaged employees alone. So we're going to hear from you. Let's take a poll of the audience and see what do you attribute. We saw the results in the first poll of kind of where you're falling to the baseline, but what are you attributing to be the reason why people are leaving and why we're having the turnover? This can be from what you personally feel or maybe what you're experiencing at your property. It is anonymous, so no one knows who answered what. So let's be honest here with what we feel the issue is. So it could be bad onboarding. Onboarding is tough. It could be no continued training. It could be the perceived bad culture. And I say perceived because maybe it's real, maybe it's not real. Is it the highly competitive job market or maybe you're just not sure? So I'm going to give us just a few more minutes. We've got some great participation coming in right now. Looks like we've got, right now leading the pack oh, that just changed. It looks like leading the pack maybe is no continued training, but not far behind it is perceived bad culture and a high competitive job market. So I'm going to continue to let this go because we're still getting lots of people responding. We've got fifty four percent of you responding right now. So we can can we get just a few more in there? Okay. I think we're going to go ahead and call it. So it looks like number one coming in is the highly competitive job market. It really is. Right behind that is no continued training. This isn't the webinar for you, but we can help you with that one. The perceived bad culture is right behind that. I'm not sure. And bad onboarding process is is falling in there at the the backside of it. All critically important. Right? Especially the ones that says I'm not really sure. That's what this is about today. So in recent studies and we're all about the data here. So in recent studies from Gallup, fifty one percent of former employees disclosed that during their final three months of work, so they've resigned, they're in the last three months, Nobody asked them about their job satisfaction. Fifty one percent. We know that there can be a lot of reasons behind employee turnover as we kinda saw a mixed bag here today. But, Amy, can you show us how our software identifies the concerns? Because first one is identifying it. So let's show them how we can identify the concerns and how that helps us measure against the industry and what they might be experiencing there. Yep. Absolutely. Because you know what? All that information makes me wipe as a ghost. I love your puns. They're so great. I was a theater major, y'all. So I'm definitely going to take a look at how you can identify first and foremost what employees aren't exactly happy with. But one thing that I want to touch on is the Kingsley Index. What is the Kingsley Index? As you know, GRESB and KingsleySurveys specializes in the real estate market. We use employee sentiment results from our customers to create an index the same way we do with our tenant and resident satisfaction surveys. And why you say is this even important? It's important because our industry has a frighteningly high turnover rate. You need to be sure that your employee sentiment is at least as good as your competition, but hopefully better than your competition because they can job hop pretty easily nowadays. Hopefully, by conducting these surveys year over year, you'll outperform your competitors and retain those employees and save money in the long run. So taking a look at the index, let's go back to engagement. So here at engagement, you're going see this black line that's zigzagging through the columns or through the rows. That is the Kingsley Index. So this particular company is kind of trailing the index on most things except for two categories. You can hover over that exact dot, and by doing this, I can see I am happy working at my company that they are trailing our index by eight percent. And, again, you can drill down to different areas. So if you wanted to look at certain divisions, certain groups, etcetera, you can drill down to that information. So another way to look at drilling down to, how you're comparing to the KingsleySurveys and seeing how you're performing is simply to go to raw data. I really love raw data. One thing we had talked about before was the tenure group. So I have changed this to tenure group. And looking at I am happy working at my company. Okay? So the index is about a seven or an eighty five percent, and your overall employees are at a seventy seven percent engagement. But it really changes quite drastically when we drill into that ten year group. So I can see at less than one year, they're at seventy five percent engaged. One to two, eighty six percent. So they like that first one to two years, but then when two to three comes, it drops all the way to sixty seven percent. So what is happening with those two to three year tenured employees that makes them so unhappy at this company. Something's going on whether it be retaining, or I'm sorry, whether it be training or, job promotion, accomplishment recognition, etcetera. So by using this platform and drilling down to the different filters, you can get to that exact data. And since I've been looking specifically at the employee tenure, I want to show you an interesting statistic going back to engagement that we have uncovered. I see myself working at my company a year from now. So eighty six percent of this company's employees do agree with that. We have found that that correlates with I feel valued for the contributions that I make to my company, and my company has a great culture. So this company is trailing the index on these latter two categories, and we've already identified that the less tenured employees, those two to three year tenured employees are less satisfied. So a strong culture can lead to employees feeling valued for their contributions and discovering that type of information should you lead you to focus on the culture and employee evaluation, especially within that two to three year categories so that you can, keep them on board. So, again, so much you can do with filtering in here. We could literally spend hours upon hours on drilling down to details, and I will show you in the next segment how we make that super easy for you. But I don't want to turn you all into zombies. So I'm going to pass it back to Amy right now so that she can, talk about the next section and how you collect the employee data. Alright, guys. This is no hocus pocus. Sorry. I had to get one in because Amy was throwing the zingers at me, and I happen to love hocus pocus. But, no, that data is pretty cool, guys. And and while Amy is using mask demo data to kind of show you some of this information cause we would never reveal anyone's actual data. The KingsleySurveys that she was communicating about is based on real data. So it's all the surveys that we do all mesh together to kind of give that baseline of where the average is. So having insights into your company areas of concern is essential, but the real value lies in seeing how those really compare to the industry, trends. It allows you to understand if the challenge is unique maybe to your organization or maybe it's part of a broader pattern, but it just gives you some sanity check of what that looks like. We compared the KingsleySurveys recently to a study from Gallup because we're always checking our data, making sure the trends that we're seeing is the trends that are being seen in other areas. And Gallup did put out a, survey question. And, basically, we asked the question, do you see yourself working at the company a year from now? Gallup asked it just a little bit different, but very similar, which is to what extent are you looking for a different job than the one you currently have. And in twenty twenty two, that response for Gallup was forty nine percent. And in twenty twenty four, that rose to fifty one percent, so a two percent increase. And we saw that exact same change in our KingsleySurveys, showing that we're seeing the same things happen in the market. So let's talk about doing surveys of our employees and how often should we be doing it. Amy gave some hints at the beginning, but we want to hear from you, the audience. So we're going to launch our third poll, And the third poll is going to say, how often are you? And the keyword is currently collecting employee feedback. There's no shame here, guys. You are on this webinar for a reason. And so if your answer is, oops, I should probably start, we're not going to judge you. But is it four times a year? Is it two times a year? Is it one time a year? Or do I need to get started? So we got some big results out of the gate there that said, oops. I should probably start, and that is absolutely acceptable. The first step is identifying the problem, and you have come to the right place. So we're going to give you just a few more seconds here to respond. We only got forty six percent participation, so click your buttons here, guys. No shame. Okay. We're going to give it just another second or two. Okay. Oh, right as I think it, we start getting clicks. Okay. I think we're going to go ahead and shut that down. So we are at a tie. Thirty six percent said, oops. I should probably start. One time a year, thirty six percent of you are currently doing it. We got some overachievers here at fifteen percent two times a year and, twelve percent at four times a year. So, we need to, sync up with those individuals and hear your success. So the Lee survey makes it easy to capture. Really, what Amy was showing you is that unbiased feedbacks from your employees, somewhere where they feel comfortable in giving you the information. And our surveys include, the essential health side of things and that well-being, topic that is so popular right now, and it's required for GRESP. So if any of you are working on the GRESP, those are built into our surveys. So, Amy, can you take us further into the system to see the reporting and then also the action planning that it allows you to do? Yep. Yep. Absolutely. And I'm really hoping at this point in our discussion, you realize not conducting an annual employee survey is kinda like being Frankenstein. You know? Noncommunicative, don't under stand how to, you know, talk to people. Don't know voice sentiment. So the good news is we're the experts, and our program won't be terrifying at all. So we've already shown you. I'm good. Yeah. We've already shown you that you can I how you can identify areas of concern, but let's say you don't have time for that because I know a lot of us actually don't have time for that? Well, the good news is that every customer receives a report at the end of this process. So if you have been involved in, say, our, property surveys, it's similar to a property report except for its information about your employees. So here's a sample that I'm showing you of a twenty twenty four report. What it does is kind of gives you an overview of what happened. You look at different trends. You highlight questions, your comparisons to the Kingsley Index. We rank and compare various filters such as departments. So you might call this your report card. It's your report card on employee satisfaction. It gives you a general idea of current sentiment, where you can improve, and maybe where you're doing well because, you know, I don't want to make this a negative thing. You absolutely you are doing a good job for your employees as well. Now let's say that you need to drill down a little further. You need just a little more oomph. So you can opt to add on our optional results analysis deck, our employee engagement survey results analysis. So what this is, it's an executive level presentation, and you will work with your project manager on this report. Now you don't actually work on the report, but you work with your project manager to tell them what you really want to focus on, what you want your executive and leadership team to know about what happened with the survey and where you plan on going with it. So you'll not only be able to see departmental information, but also focus on areas, such as celebratory accomplishments, key findings, KingsleySurveys comparisons, and more. So this is a very, very long report manually created by our team, something that would take you probably thirty to forty hours to put put into to, to a format. So very, very, worth the money. We'll put it that way. This will be presented by your project manager. So it's usually a Zoom meeting. You're going to involve involve all of the key stakeholders such as the management team, different additional leaders, maybe even a board of directors if you have that. So it is incredibly, incredibly powerful. And by the way, Amy did mention GRESB. If you're not familiar with what GRESB is, it's the global real estate sustainability benchmark, and some of you do have to report to them and get a score annually. So these are ready to go. Click and upload to GRESB. You won't have to do any additional information. And Kingsley is a third party company, so you'll get additional points for, surveying with a third party company. So after understanding what needs to be done, so you've gotten all those reports, you know what needs to be done. Now how do you put that into action? We have built into the platform action plans. Again, you can find them right here on the sidebar of PerformanceHQ. I have created two action plans to show you as a demonstration. So if I open up this first action plan, which by the way you can edit at any point in the process, I created this because I learned that my employees wanted some more on-site educational workshops, not webinars, workshops. Sorry. That's a typo. So they asked for this, and what I did is Victor's in charge of this. So anybody that has, access to the survey platform, which you will determine who has access, and there will be different levels of access, so no worries there. You can assign tasks too. You can see here that I had assigned Victor a task. I said, do you have an insurance rep coming for one of the on-site educational workshops? Because that's something that my employees noted that they would like to know a little more about. This is not completed. Victor has not completed it yet. I gave him till November the twenty third to complete and and get back to me on. One that Victor has completed is that I was at a networking event, and I ran into someone from the Chamber of Commerce. And I thought, oh, you know what? Our employees would probably like to know what's going on in the community. So maybe that would be fun to have someone from the Chamber of Commerce come and do a presentation for an on-site educational webinar. So I asked Victor to reach out to them and get that scheduled. And as you can see, he has marked it as completed, and done, and he secured them to come in on November the second. K? So this action plan, if I go back to the actual action plan page, is at fifty percent complete because I only had two tasks in there and only one is done. You can add as many tasks as you want, and you can complete this as done when you're done with it. So maybe you've scheduled out for the year and you have fixed that issue at your company. It's marked as done. Something else I'm working on is employee recognition. I noticed that they wanted more recognition. So by the end of the year, I want to have something in place for employee recognition, and I haven't, haven't assigned any task for that yet. But you can put as many action plans in here as you want. They don't go away unless you were to delete them out here. So you simply would go add action plan, title it, due date, description, who owns it, what's the driver of this action plan. Really, really easy to do. And personally, you know, like they mentioned, I specialize in our KingsleySurveys in different areas, and that is the biggest thing I see of customers no matter what kind of survey it is. They get these great results, this fantastic information, and they don't do anything with it. So how are you supposed to improve if you don't put a plan into action? So I personally think that that makes our platform stronger than a lot of other platforms, and your project manager can help you with this too. That's a big differentiator with Grace Hill. So our team does it all for you. We do customization, implementation. We send email reminders to employees that haven't filled it out yet. We help you with a pre survey notification to let them know that the survey is coming and that is absolutely confidential. We do training on the product. We summarize the data for you, provide you with these fantastic reports and more. So it couldn't be easier. No one else has the KingsleySurveys. There is nobody that we know of that has the type of an index for an employee survey. It really doesn't matter how your results are comparing to someone that works at McDonald's because that's not a real estate company, for example. You really need to know how you compare in your industry because that's likely where your employees are going to go to if they're not happy at your your company. So the whole process really isn't that scary. Now I'm going to give it back to Amy to wrap things up. That is awesome. Thank you so much, Amy, for sharing all of that. And I think that really does you know, she summed it up so well, which basically says, you're identifying the the information. You're comparing it to the index, which is where is everybody else seeing issues. Is it just for you? Is it the industry as a whole? And then how do I put action plans around it? And I don't know about you guys, but when she was showing that whole presentation, I was like, oh my goodness. That's really lengthy. That's long. That's a lot of data. And I know you all could find great value in that. So, thanks so much, Amy. You did a great job going over that. I'm guessing that for most of the people on the phone, you're probably familiar with Grace Hill and maybe one of our products or two of our products. If you've never heard of Grace Hill, well, we hope you aren't booing us today for mentioning that we would love to talk to you more about our multifamily and commercial real estate focused products. And this just gives you a visual on the screen. We really focus on reducing risk through our policy platform. We focus on learning and development, overall residents, tenants, employee feedback, and give you insights into your properties through our mystery shopping, survey, and reputation management. So one stop shop for all of that as it relates to what's going on at your properties. So, let's get to the questions, Kayla. I saw a few coming in as we were talking, so I'll turn it back over to you to to share those questions. That's right. So we've reached the end of our presentation, and as always, we're excited to hear from you. So we've went ahead and opened it up. So if you haven't done all done so already, please submit any questions you have about our employee engagement or surveys or anything else we've discussed here today. Amy's right. We did have a few come in already, so let's get started. The first one, can you separate the data by region only? Do you want me to take that? Yeah. Because I'll say, yep. Quick and easy. There you work with our implementation managers, so you'll have an assigned implementation manager, one person working with you, and they will go through that with you on how you want to slice and dice the data. And we'll set it up, based on what works for your company. Yeah. So it's not rigid. It's not one size fits all. You work with the implementation team, and you figure out how to slice and dice it. Very good. On the report that you showed earlier, does that fulfill the GRESB requirements? Absolutely. GRESB is I I've been told is not easy to fill out all of that information and get it submitted to them, making sure you cover all of the areas that are required. So we are an official partner of Grubbs. We make sure that our employee surveys do fit all of the required questions, and all you have to do is click upload. That is literally all you have to do. Very good. We had another one come in. Do you integrate with HRIS systems? I can take that one. So our intention is to create that automatic data feed going back and forth. But for right now, you will work with the implementation team to import those data files. Again, us trying to hand hold you and help you make sure that you're slicing and dicing that information and getting those employees in the right buckets. But the intent is eventually to allow those automatic feeds. Right. Alright. If there are any other questions, please enter them now. We're on to our last one. Am I able to get a survey launched by the end of the year? Yes. Absolutely. I think you're absolutely running into tight deadlines because did you know it's almost Christmas, which I'm very excited about. Love Halloween, but love Christmas. So, yes, we can get it launched, but I would say don't delay. We inevitably have people come on the fifteenth of December and say, can I get it by the end of the month? And that's really, really difficult. So if it's something that you are anticipating that you're going to do or you want to do, let us know right away, and and we'll get moving on that for you. And just to add to that I'm sorry, Kayla. I wanted to add to that. Even if you're thinking of doing this, you know, like, well, I want to start January one. You need to start working with our team at minimum in November. It just is a lot less stress the more that you can do ahead of time. So if this is a q one twenty twenty five initiative, reach out to us now. Very good. And, Neri r, I see you, and we will contact you. So that wraps it up for Q & A. Well, I've got to put some pressure here. I mean, that response was, who do we get a contract from to get this set up? I mean, come on. I think there's a couple more people out there that want that question answered. We will definitely be reaching out to you. Okay. So is that it, Kayla? Is that all the questions? There's no other questions coming in? That's it. Okay. I guess we did that good of a job of answering everything. Oh, we've got an acknowledgment here. I've been using Grace Hill for many, many years and am very satisfied. So thank you, Lydia. We love those accolades, so we appreciate that. Okay. So it's time to get a monster savings. Alright. I tried. I guess mine aren't as funny as Fisher's. So if you do sign up today or if you do want a contract today, we are offering a ten percent off monthly, subscription fees. This promo is for anyone signing up new. You must sign a contract by November twenty ninth to get that deal. It can't be an Invisible Inc that you sign the deal. It has to be Real Inc. But I don't bump bump. I don't know. So tight scary in the, chat if you want a salesperson to follow-up with you immediately to either, one, get a deeper demo because there's only so much we can cover during this time. If you want to get a contract, if you want additional information, if you want additional people, to see the engagement survey that we offer, just go ahead and chat, or I'm sorry. Type scary in the chat, and we'll make sure that we follow-up with you as priority. So I see a couple chats coming in here, but, go ahead and continue to to type scary. It's not really scary. I should have made it a different word. Easy. Scary easy. Alright. So it's that time we've all been waiting for. It's giveaway time. Today, we used a random picker from random list dot com. So even if you joined a bit late, don't worry. We were still able to include you in this drawing. Okay. Are you ready? Our lucky winner for our fall gift box giveaway is congratulations to May l. May, we will reach out to you later today to get your mailing address so we can send you your prize. But that's not all. If you didn't win today, you shouldn't feel ghosted. Just by attending our live event, you are automatically entered into our getaway giveaway. For this one, we will draw a grand prize winner for two thousand dollar Virgin Voyages cruise voucher, plus one thousand dollars in Visa gift cards to help get you to the port. The best part, you can enter this drawing more than once. That's right. To gain additional entries, all you have to do is scan that QR code on your screen and register for any of our upcoming events. You must attend the event to receive the additional entry to this drawing just as you've done today. And that's it. We'll draw for the winner on December twentieth just in time to make your holiday shine. Restrictions apply. Please see our site for more details. And that's back to you, Amy. Awesome. Those are some great things. Well, we had a great time today, and we hope you did too. We promise this was no trick, just some great treats. And some of you might feel a little scared by that data I was showing you, or you might be scared at the thought of getting your employees surveyed. But we assure you, it's much scarier to go to a Friday the thirteenth movie. So our employee engagement product is truly love at first bites. So I don't know. I think I should hang up the comedy right now, and maybe we shouldn't theme these in the future. We went a little overboard maybe. Enough of the Halloween puns, but I felt like I had to catch up with the other two here. So congratulations again to our winner. This does conclude our webinar today. So until next time, guys, it's goodbye for now. Thanks so much. Thanks all.