Summer Solutions Splash: Dive Into What's New With Grace Hill!

Hello. Hello, everyone, and welcome. We are so excited you could join us for today's special presentation of summer solution splash hosted by Grace Hill. Today, we are ready to present new streamlined solutions designed to help save you time, reduce risk, and boost performance. As you're joining, drop us a note in the chat with the city and state where you're tuning in from, add a heart if you're already a Grace Hill customer. We love our customers. As you know, we are running a special promotion and a fun promotion for this webinar. The first one hundred to join today will receive a free sunglass and koozie set, a free gift from Grace Hill sent to help you stay cool this summer. So watch your email tomorrow for instructions on how to claim that prize. We also invite you to send your questions through the q and a box on your zoom webinar panel and our presenters will have some time to answer them toward the end. So let's get started. I'm pleased to introduce today's presenters, Tami Criswell, vice president of enablement, and Jay Thompson, sales manager for Grace Hill. Tami has helped drive and shape the vision and delivery of innovative customer centric products for Grace Hill for over twelve years, delivering solutions that make a real impact on the multifamily industry. Jay Thompson knows what it takes to increase prop property performance in multifamily. Having served as both a regional property manager for a national brand and an account manager for Grace Hill, he is acutely aware of the challenges multifamily owners and operators face and has seen firsthand the impact technology can have to help solve these challenges. Welcome to you both. Thank you. Thank you. Alright. Well, thank you, Kayla. We're gonna hop right into this. But probably one of the most exciting announcements we've made in a very long time here at Grace Hill, which is the introduction, of PerformanceHQ. So over the past year, we have spent the time to build a new technology platform designed, so that all of our Graceful solutions seamlessly work together in one powerful technology ecosystem. So what does that mean? That means they don't just, they're not just access together, but it's really taking solutions that our teams use each and every day, like taking training or reading policies, and making those not only work together so they can be seamlessly administrated in one environment, but also presenting them all together so that your employees are receiving these different types of solutions in one, new friendly user experience. So with that said, you're gonna see here in a moment, a seamless user experience, unified user management, automatic assignments, secure acknowledgments, and deeper performance insight insights. Because when our solutions begin working together, the data that we get from those becomes very, very powerful, and that's when we begin to bring really powerful insights to life. That's awesome. Timmy, I'm super excited for that. I know I don't know about you, but I think I log in to, like, five to seven different things every day, and it's just frustrating, right, to kinda and also to figure out how do they talk to each other. Where do I have to capsulate that? But, hey, I wanted to bring something else to your attention today and get your feedback on it. I was on Facebook this morning, and I belong to a multifamily group. And, there was somebody had posted a question of, could you do a specific charge around an ESA animal? And I have to admit, the answers were astounding. If I was still on the other side of the aisle with our property management friends, I would probably be a little fearful. And I took a moment, and my first reaction is, why are you going to social media for this information? Right? But the more I thought about it, the more I thought people want to find information easily. They want to be able to quickly ask a question, get an answer, and get back to their days to really kinda draw on that efficiency. So it did make me think, is there a better way? So I'm gonna ask you, is there a better way? Of course, there's a better way, Jay. In fact, today, we are officially launching, Gracie. So meet Gracie, everyone who's joined us today. This is our new AI policy chatbot. Now while that might sound cool and interesting, let's talk just a minute about the power Gracie is going to bring, to your employees. Now she is just getting started with our policy solution, but she ultimately is part of our PerformanceHQ, environment. So as we can as she continues to grow, she will continue to touch other of other pieces of our solutions as well. But from a policy standpoint, to your point, Jay, most of the times, our employees are expected to read multiple policies to actually figure out the answer, to the questions they may have. And while they might land on one specific policy and read all of that, they may only be getting a small piece of the picture. So what Gracie is able to do is read through all of your policy and procedure content and formulate all of that information to give them the full answer, that they may be looking for. And we're actually gonna let you see her live in action here, in just a moment. So you'll all not only know about her, but you'll truly meet her today. Very exciting. With that said, what we're gonna show you today are, the first two solutions that we have pulled into PerformanceHQ So during the first quarter of this year, we not only launched PerformanceHQ, but we introduced our first solution, which is our policy solution. We're very excited that tomorrow, actually, is the official launch day of our second solution in PerformanceHQ, which is our training product. So you're gonna get to see the power of those working together today, and how not just accessing things together, but things actually powering each other come to life, in PerformanceHQ. So with that, I'm actually going to pull up PerformanceHQ now, and we will dive in and take a look. Now before I dive into the exciting technology, it's important to note, that both of our policy and our training solutions come complete with industry specific training content and policy content, that offers your team education that's beyond basic compliance. Our extensive course catalog library covers compliance, leadership, all types of different, categories of content. And by leveraging learning science, all of that content provides an effective and engaging learning experience for your employees. With that, our policy solution includes a library of over eight hundred industry specific policies. So if writing the actual policy and procedures yourself has been the blocker for you introducing a robust policy solution at your organization, we have you covered because we've written them for you. So I can't go into the technology without recognizing the hardest part of running a training program or having robust policies and procedures is the content itself, then both of these products come inclusive with a catalog for you to already use. Alright? So welcome to the PerformanceHQ dashboard here. When your employees log in, they will have a personalized experience here. They will see, assignments coming due for them, whether that be a policy that they had need to acknowledge or an online course they need to take, so items coming due over the next ninety days. In addition, we recommend both policy content and training content based off of their position in your organization. So course online courses or policies that other in the same position as them, are finding value from will be recommended for them here. And lastly, they can see all of the latest releases. So this is real time latest release. Have you released a new policy within your organization, a new online course, or have you just simply updated an online course, or a policy? They will see those latest releases here, making them easy to access as soon as they log in, to the platform. Now this dashboard is fully customizable, by the administrator at your folks will be seeing. We're not gonna be able to cover all of those widgets today, but I will highlight, We're not gonna be able to cover all of those widgets today, but I will highlight, a few of the differentiators that you probably most likely will want to have on your dashboard for all of your team members. The first one you see here is around compliance. So this is a differentiator for PerformanceHQ. You do not have to go pull multiple reports and do the math on your own to figure out if your employees are taking training and acknowledging policies like you have required them to do. PerformanceHQ has you covered and will do all that for you. So you can see here on the left, we tee up your company compliance as compared to the benchmark industry average. And on the right here, this allows your employees to see their personal performance metrics. So how are they impacting your overall organizational compliance? How much training have you provided them? How many training hours? What is their average score? And, of course, you can drill down to these even further if you want to see that, by content type. Down below here is the introduction, a policy favorites. This perhaps, has been our most loved feature for our customers who have already, released performanceHQ policy since we rolled that out in q one. But most of the time, your employees need to access the same policy over and over because they're following a procedure or a process that you have noted, in that policy. They can favorite policies within PerformanceHQ, and those will land right here on their dashboard so they do not have to go find them again. Now this is a really easy to use feature, and we're getting lots of reviews from from employees who are active on this already. Mhmm. And then over here on the right hand side, we're gonna show you our leaderboard that's attached to our awards feature. This is a way for you to keep your employees heavily engaged, and hopefully logging in and accessing this content each and every day. I do want to talk a little bit about the power of awards. So I'm actually gonna click on this view available awards where your employees would be taken to your award library. What you are seeing on my screen today is actually Grace Hill's live Grace Hill University that we use as employees at Grace Hill. So these are some of the real awards that we have running in our platform. But what awards allow you to do is to meaningfully group content into packages. And you don't require this content, but maybe it's stuff you want folks to do to take the next step in their career journey. For example, maybe for all leasing agents, you would love to have a grouping of content and policies, that would be that beginning or intro to leadership skills for them. You could create award, an award around that grouping all of the content. And while they're not required to do it, you'll have full reporting on who has taken the initiative to do these things, on their own. So you can see here as an example, Graceville's annual compliance all star associate gives me a description of what the award is, and then it tells me all the things I need to do, to receive this award. I have seen this used in so many ways, but it's a really powerful tool. And let's face it, people like to compete, which is why that leader board is important, and people like to be recognized. So having the ability to pull up awards your employees may have earned along the way during performance reviews, etcetera, is a big tip to keeping them engaged and wanting to continue to learn more. K? Moving down here, we have several other widgets right for you to choose from. You can do company announcements. You have a calendar of events you can use that not only will show policy acknowledgments coming due, it'll also show their training coming due and instructor led training you may be hosting. You can also add company, events to this. So you can see live in Grace Hill University today is the launch of Grace Hill chatbot, on my calendar here. Your employees can subscribe to these and have all of these events populate into a personal calendar of their choosing if they decide to do that. A resources area just provides you a convenient way to get them easy access to forms and other resources they need to access quickly and you want to put straight in front of them. So it's really a file catalog. You can create different sections and add all of the resources pertinent to those sections in this area. As I mentioned earlier, this is fully customizable, for you to set a default for all of your employees. But as an administrator or even a middle administrator, so if you're giving a light administrator role to your regional managers, for example, they can personalize their own dashboards and make them appear just as, they choose to. You also have the ability to create custom widgets in here. Why is that important and what does that even mean? So to put it most simply, a custom widget is really a window to the World Wide Web. So if there is something out there in the universe that you want to put on everybody's dashboard, a video that was made of a company retreat, and you'll have that on YouTube. You can simply hit share on YouTube, copy that embed code, and drop it into a widget on your dashboard, and that will now show as part of all of your employees' dashboard if you'd like it to. So really the sky's the limit when it comes to personalizing this user experience, for your employees when they log in. K? Alright. So let's go through, like, what happens next. What happens when I take training or or view a policy? So right here at the top here, I did tell you I'm in my live environment, which now means you all know I'm fifteen days past due on acknowledging this policy here at Grace Hill. But I'm just gonna click on this policy. And when I come in here, I can see first, as an employee that I've never acknowledged this before. Down here at the bottom right, you can see the acknowledge button that tells me I must review all of the policy content before I can actually acknowledge this. So I'm gonna scroll down and read all of this great, policy content. And then once I click on acknowledge policy, I'm presented, with this acknowledgment statement. PerformanceHQ has a default in here for you, but if you choose to have an in house attorney personalized or customized this for your organization, they can certainly do that. The key to the acknowledgments in PerformanceHQ is that every acknowledgment comes with an official simple electronic signature. You do not have to go check a box somewhere. You do not have to sign up for DocuSign. You do not have to send ten emails. Every acknowledgment done within PerformanceHQ automatically will give you an electronic signature for that acknowledgment on the acknowledgment certificate, which we'll take a look at next. So I'm gonna close that, and come into that achievements area. So this is where your employees see here and choose to email those or print those, or they can view, their policy acknowledgment certificates here as well. So I'm gonna open it up so you can see what this looks like, and then this is gonna give us an opportunity to talk about something that happens on a regular basis that nobody ever wants to talk about. And that is when you get the email or the phone call that somebody has filed a claim, and you're being asked to go show show the attorney all the policies they read at the and what they said at the time they read them, and all the training they took and what that trained them on at that time. Well, for most people, they have no idea what happened four years ago, but we have taken all the guesswork out of that for you. Oh, a paper trail is key to minimizing your overall risk for your organization, so So that's exactly what we're doing here. These acknowledgment certificates, you can pull them four years later. For that employee, they will show you exactly what the policy was at the moment they acknowledged it. In addition here at the bottom, you have that acknowledgment language and the official electronic signature. So now you can go get that information for whoever needs it within a matter of minutes. Not only do we do that for your policy content, but we do that for your training content as well. So I'm gonna click in here, to the repository where I can see all the individual pieces of training content, being leveraged in Graceville University, which is what we're in right now. And if I select one of those here we go. We'll select enabling maintenance success. I can see that I am given an event log for every piece of training content in here. This piece of training content has had four versions, and so if I need the version from June of twenty twenty, I actually have that here. There's no hunting down or guessing, what somebody was presented in PerformanceHQ. This is of huge value, and when we truly talk about minimizing risk, having a paper trail for both your training content and policy content is key. Alright. Let's talk about how how your employees will get to the content. So I'm first gonna click on courses here. You may notice there are a lot of administration pieces in here since I'm logged in as a administrator. But when your employees come into courses, they will land in this view, of a full course library. We have this sectioned out for them by type, of course that they can access, but they also have a robust search feature here. So, they can search by course title, course description, or course tagging. You are able to tag both your training courses and your policy content in PerformanceHQ, making it really easy for your employees to search key terms that are meaningful to your organization and get the content they need that relates to that. Policy library, just the same. When your employees come in, they will first be presented with the policy manuals you offer. As you can see here, Graceful has many policy, manuals in here. They also have a robust search feature in here. We're actually using something called fuzzy search technology, which means if they search and they include a typo in that, we're still gonna do everything possible, to return a search result for them. I'm just gonna type in a generic term here. You can see I get the search results, and I've been returned with seventy nine search results. I can then fine tune my search to drill in deeper. Maybe I want an exact text match or I want to search policy titles only, or I only want to search this term in the associate handbook. Now you can see I've been moved down to seven search, results as opposed to seventy nine. So while this feels really cool and great, I'm about to blow it out of the water with our new introduction of of Gracie. So meet Gracie. As I mentioned earlier, when we were looking at the slide of Gracie, her official launch date is today. You're gonna hear lots about her if you're attending, apartmentalize. But what she does is she takes all of your policy manuals and the content within them, and that is her database, to answer any questions your employees may have. So I'm gonna ask, can I take a three week vacation tomorrow? Let's see. Let's see what she says. I'm gonna type that in. She's going to return an answer. I hope she says yes, but I feel like she might say not tomorrow. So you can see Gracie's responded to me and let me know, that I've probably accrued enough vacation hours to cover that, but I need to get with my manager. And, typically, I have to give a a longer, notice of a long vacation of this type. What's even cooler is down here at the bottom, she tells me which policy she read to give me that answer. As you can see, this information's in four policies. This will be the same experience when you all ask Gracie questions on your policy content, and that is the biggest gap we have with our employees. Right? They read one policy, and they make their answer from there, and they move on. So Gracie has the ability to read multiple policies to figure out what the entirety of the answer should be. Now if that's not cool enough, I'm gonna do one more little trick here, and I am gonna have to paste that in because I'm gonna ask Gracie that same question in Spanish. And I'm gonna click the ask question here, and she is going to respond to me in Spanish. Whatever language your employees choose to ask their question in, she will respond in mind blowing. Right? She will also then direct them to those specific policies where she, was able to get the information for her answer. And if they then like to read that policy in that language, they have a full language support tool in here to select whatever language it is they're wanting to read that in, and it will translate that policy in its entirety for them as well. So there's no more reason for your employees not to be able to get the information that they need unless you simply don't cover it at all in your policies and procedures. Alright? Jeremy, I will tell you, everybody is saying they need a crazy in their life. But and I know we have a q and a, coming up, but I'm gonna go ahead and steal one right now because somebody asked, hey. This is super cool. Is it extra? So talk to you about Gracie in terms of cost. Good question. We actually stood on that, but Gracie is actually part of the PerformanceHQ, platform. She is so vital to improving performance for your employees. She can't be an add on. She has to be part of it. So great question. This is not an add on. This is part of the PerformanceHQ product. That is awesome. Alright. I'm probably gonna need a moment to compose myself because I'm super excited about it, Gracie. But I know that we've got more to get to. So Yes. Let me get you through a couple more highlights here of PerformanceHQ. Reporting is always important. So you do have a full reporting portal within PerformanceHQ. We've curated the most common reports that would be asked from this type of data, training and policy data. So we have a grouping of quick reports that, can be leveraged by an administrator or regionals who have that middle management role, or we have quick reports that we've also admin quick reports that we've curated that are more for the admin level insights. If you don't like the reports we've made for you, that's okay. We give you access to all data points in PerformanceHQ so you can create a report on your own. And then more importantly, if you're like, no one's ever gonna come in to get the report, Tami, send it to them. You have the ability to set up automated distributions, for whatever reports you create in here and have those automatically distributed to team members within the organization if you choose to do that. K? And then lastly, we talked about Jay needing to log in to all these different things to do his job here at Grace Hill. We give you an area to easily to put convenient access, for the teams to other places that they need to get to as well. So this apps area, you can create apps in here in under thirty seconds. But we see customers use this for the link to their HRIS, the link to their property management system. Here at Grace Hill, we need access to Salesforce every day. We leverage Slack here. So this is just a nice easy way to give everyone a convenient one stop place to get to all the other things they need. Alright? And then, of course, the number one question I usually get is, well, does it have to say PerformanceHQ? And the answer is no. You can fully customize the branding in this, to be that of your course builder in here if you like to create training content on your course builder in here if you like to create training content on your own. We won't dive into that today, but you do have all of those features available to you as well. And lastly, we've made it very easy. In fact, it's self serve to turn on single sign on and to add an HRIS integration into PerformanceHQ all by yourself, if you choose to do that. So this is now part of the PerformanceHQ platform. It is no longer a add on service. So if you send the resources to your IT team, they have access to come in here and connect PerformanceHQ to your existing identity provider or HRIS if they choose to do that. Alright. Then I think that wraps it up. Yeah. And we're just getting started, right now when we talk about all the new, but super exciting stuff. Yeah. Well, Jay, as you know, we believe that our products or our solutions that will all eventually live in PerformanceHQ create a cycle of improvement. Training and policies are both fed by opportunities usually identified through resident surveys or our rep you manage our reputation management solutions. So we hear from clients that managing reviews and extracting meaningful data is difficult. How does our newly relaunched reputation management solve for that? Yeah. That is a great question, and I'm gonna try to live up to the act of following you, in that demo. So, you know, I don't think we need to explain to anybody on the call the importance of reviews. We all know that it's vital to leasing velocity to churn, but I do want to make us think about something that perhaps we don't we think about I need the reviews out there. We know that people look at it, but I want you to consider another thing as well. We did a study that said that churn increases on average by fifteen percent when you don't respond to a review. So the act of just asking for a review is simply not enough. You have to be diligent in the way that you were really responding. So I want to show you today really quickly, just how our solution can really help you surpass your operational needs and metrics. So as we dive in and we have had a reputation management tool for a little while. But since we are in this period today, it really showing you the new platform and the way we're evolving. Really want to highlight on some of the new differentiators. Right? For those that may not be familiar, I do want you to know what I love about this is this is a quick and easy dashboard to not only see your reviews, but to also see your social and your locations and your listings. Those three things really make up the heart of an online reputation or your just brand reputation in general. Before we go too much further, I do also want to bring your attention down to what we call the local brand visibility score, and that is right here. So the local brand visibility score is gonna identify those key areas that, again, drive your reputation. And I'm gonna be real honest. There are other scores out there, that tell you about reputation. I'm gonna make a bold statement here, but I firmly believe it. If you don't know what that score means or how you can affect it, it's just a number. We want to give you the tools to be able to know. So we're gonna tell you exactly what your reviews are. And your CSM or your sales team can help you even go further into, is it the ratings? Is it the number? But we're looking specifically at reviews, at social, at your listings, at your search, and that's particularly tied to your Google My Business. Google is still the number one generator when we think of reviews and driving things to your site. And then something that really is a differentiator for us too is pulling in competitors.Because let's be honest, that reputation is important becauseanna you've got a comp set that you're directly competing against each day. So as we kinda dig dig in high level to our solution, I do want to come in to the review portion. This is that classic online reputation management tool, that you probably have known and loved. However, when we talk about how are you gonna do these things efficiently, let's talk about that. So number one, there are a ton of review sites that we are pulling from. All the major ones, but even secondary and tertiary ones. So Google and Facebook continue to be kind of the number one and two drivers. Those are gonna be there. But also really meaningful ones such as our Yelp partnership. Also, Apartments dot com, which really has ballooned and spent I'm sure you've all seen them during the Super Bowl ads to really drive their brand awareness and become a metric for renters. We're pulling in those as well. So when you're actually in here, you can actually come in. I'm gonna scroll down. One that doesn't have as much data going on right here. There's one. And so you can come in here and you can freeform a response, which certainly, by all means, a lot of our clients do. However, to really help with that efficiency and to leverage technology, you can also put branded templates in here. Let's ensure that your teams are responding in your brand voice. They've got that as embed codes. But also one of the tools I love the most in the age of AI, let's help with any writer's block. Here's the AI generator. Right? What I love about the AI generator is it is really truly pulling from that. Right? This couple here is saying, we've been here for almost twenty years. The AI tool is smart enough to recognize that sentiment and how much value it has there and to include that in the response. Maybe you don't like that one. If the AI generator again, and we're gonna go ahead, and, you know, serve up another one. Again, really highlighting on that twenty years because that's a super meaningful feedback in something such as that. So that's certainly, you know, that kind of first part of your reputation management. With that said, though, let's go to the social because, you know, a part that a lot of people don't think is that social is an important part of who you are. And I'm sure if Stephanie Anderson, our social media person, is on this webinar in the back, she's absolutely kinda, you know, talking about how that presence really drives your brand awareness and your reputation. What I want to bring your attention to when we're talking about tools and why we're super excited, for these rereleases is to the social. I will tell you, I heard from time and time again when I was on demos with people. Hey. Right now, I'm having to create a post for Facebook and then, you know, put it in, go in, recreate it for Instagram, maybe for x, whatever it may be. Now you can come in here and bulk publish all in one stop. So you don't have to worry about multiple. Another one I love is the AI generator as well. So, again, being at a site level, if your site level teams are responsible for this, sometimes it's hard to get those juices flowing. Right? This gets them started. Right? And we're real big believers on authentic users. So being able to have your teams really engage in topics that are meaningful maybe to their community or their locations is gonna be a really key win for them as well. Alright. Let me cancel out of that one. And then, of course, we won't go too much in-depth in this one, but because we are pulling all of this information from these different review sites, I can let you know if there are duplications, if there are inaccuracies, if you're missing listings. And that is all important when we're talking about that local SEO strategy. When Tami is driving around Dallas and types in apartment near me, I want to make sure that your assets are as as close to the top as humanly possible, and that's gonna directly correlate with any of those inaccuracies that we're seeing as well. But finally, last thing that I'm gonna kinda drive here because we've already kinda teed it up perfect with Gracie. Let's talk about this AI capability. So there's a couple different ways that we're gonna show you that. The first one is right here. At a company level, we quickly tell you as a brand what your customers are raving about you and where there are opportunities. But in addition to that, let's look a little bit at the Pulse AI. So I'm gonna start with sentiment. Right? So we do scan every one of our reviews for a positive, negative, or neutral sentiment. Excuse me. There we go. There's where we want to be. So we are scanning it for positive, negative, neutral sentiment. You can do this at a company level. Maybe you're looking to identify training needs or asset management needs just as a company, but you can also come down and look at this from a regional level, from an actual individual location level as well. So here, I can quickly see management as one of my top negative scores. So, again, maybe that's where you go with your CSM and you go, hey. I really need to understand. Let's get into performanceHQ training and really drive down on some customer service or management skills there. You'll notice from there, we're able to show you where those top locations are that are also trending around that type of stuff. The other one that I love, and if anybody's ever been on a demo with me, they know this Pulse Explorer is near and dear to my heart. But for example, this allows you to, again, get very granular. So for example, what is it about experience that makes us kind of a negative? Right? And particularly management. The more I interact with this, the deeper I go to uncover levels. And what I really have seen our clients use this for is with this tool right here, we develop a full asset management strategy. It is gonna help you identify training needs and maybe policy needs, but it's also gonna help your asset management teams know, hey. I have a value add opportunity or a CapEx spend that I need to do in order to maintain pace with my comps and positively affect my rent rolls. Now, Tami, I'm a data geek. Most people know that, so I love diving in. I'm not sure everybody loves getting as granular as I do. So this is the next one that I would really come and tell you, and that is us ask us ask AI anything. And this allows you to really come in and think about those KPIs, those key performance indicators, where there's metrics, and ask those questions. Right? So maybe I want to ask, what are people saying about maintenance? And we'll let that kinda parse through all of the details here, but it will return a result. And it is saying they provided positive feedback regarding maintenance services at the community. Right? So we talk about some people that are particularly driving that really strong three point eight average rating. We even call out your locations that are really kind of featured in that. So, again, this becomes a quick and easy way, whether we are at the company level or at a granular location level, to really kinda know how you affect, how you use that data in a meaningful way to move you forward. And did we lose Tami, I'm afraid? We did, but I'm here, Jay. Awesome. Alright. Well, I know one of the things that we wanted to talk about was I read this stat from NAA that I thought was so incredibly impactful. So and that is the multifamily operators suffer employee turnover rates eleven percent above the national average. And I wish I could see everybody on this because I'd love to do a hand raise and see how many people agree with that. I still have a lot of friends in on your side of the business who really say, this is a hundred percent accurate. You know, the highest rates actually occur within the maintenance side at thirty nine percent. And I will tell you, you know, when I read that, I continue to hear this. I continue to hear that maintenance is the number one area in staffing concerns. And because of that, because sometimes they're just smaller pool, they're having to hire individuals with a little or almost no experience. Like, jokingly, one of my good friends was like, Jay, at this point, I'd hire you as a maintenance technician. If you know me, that is not my wheelhouse. You don't you don't want me there. But, obviously, that's got major ramifications. Right? We think about budget. When you have somebody who maybe is inexperienced or your teams have experienced, then we're replacing rather than repairing. So we're almost blowing the budget at that point. Right? Or maybe we're outsourcing because of a lack of knowledge. So for us, that's where we are excited to enter our partnership with SkillCat. So SkillCat is an exclusive multifamily partnership. It is an app that is meant to go anywhere. So it is truly a multifamily. As experts in the learning space, we have curated a special multifamily content that really focuses on the needs of our clients and your staff. There's over a hundred and twenty hours of training. Your maintenance team deserves the best, so let's make sure that they get that. Couple key things that I'm gonna point out here, some of which is gonna be on the screen, But there are four distinct learning paths, that we have. And those learning paths, what I love about them is they move you from a beginning perspective, somebody such as myself, all the way up to an advanced perspective. So it's meant to be there for the tenure of your employee. I will tell you we've had an opportunity to kinda preview this app. I had a issue with the dishwasher at the condo, and I certainly used the troubleshooting to try to understand a little bit more maybe the issue that we were dealing with. So, it's super easy to use. They're on the job assessments. So the ability to say now that you've learned this, we want you to go out into your field, make this, and provide and you're provided feedback with what that is as well. Also, the troubleshooting tools, which our clients have really raved and are so excited to be able to go, this is what I'm dealing with. What are the steps that I can go through to correct the action? And, you know, when I look at all of this and, Kayla, again, I'm a data nerd. I really went back. I heard a really interesting study based on our Kingsley index. The fifty four percent of new residents experience a maintenance issue within their first thirty days of move in. Now, you know, so that's what roughly forty six percent that don't. So that forty six percent who does not experience an issue are forty one percent more likely to be satisfied compared to the fifty four percent that do. All the more reasons why you've got to have a maintenance staff that is fully supported to be able to really exceed the expectations of your residents. Also read another really interesting one that there are thirty three percent since we just came out of our reputation management demo. There are thirty three percent more negative reviews about maintenance than there are positive. Maintenance is the lifeblood of your community. I truly believe that having been on the other side, and it's imperative that we give them access to the training in a mobile device for real time learning. That's what I love about troubleshooting. They're out there and, like, the HVAC is not doing this. Here's my issue, and now I've got literally what a you know, almost as like a mentor side by side with me and leading me through the case as well. And then last thing I'll bring to your attention here that we are super excited about is access to certifications. I will particularly focus on EPA. I worked for a company that we required EPA certification for our maintenance staff, and not everybody came with that. So we had to figure out, okay. Are we going to, you know, provide that kind of training when we bring somebody new in? Here, you do have EPA certifications included in the skill cap partnership. Even the exams are AI proctored. It does allow for multiple attempts, which will allow you to save that budget. And it really minimizes time away that, you know, maybe your teams had to leave and go off-site for that exam. I will tell you, we've shown you a lot. PerformanceHQ training, Gracie, and reputation management. We are intentionally not showing you a sneak peek of this because I will tell you this is best experienced on a true mobile device like your teams are going to experience. So I will tee it up. You're gonna have to join us in our booth at NAA, and we are super excited to show you the power of SkillCat. Awesome. Thanks, Jay. Alright. With that, we invite you to come visit us at our booth, seven one seven, during NAA's Apartmentalize next week to get hands on and up close and personal with these new solutions. Book time with us at our show by using your phone to scan the QR code on your screen now. Visit the innovation station inside our booth to get a sneak peek at upcoming solutions from the from Grace Hill. Tami and other product leaders on our team will be manning the innovation station during the show to give live tours and discuss the future of our solutions. Alright. I'd also like to announce a special promotion only for today's webinar attendees. Next week, when you stop by our booth, seven one seven, at Apartmentalize, you can enter to win a two thousand dollar travel voucher for a sunny getaway courtesy of Grace Hill. Now as a webinar attendee, all you have to do is say the code words summer splash to automatically score ten extra entries. So come up to the booth, scan your badge, to enter the getaway drawing, and say the code word summer splash, and you automatically get an additional ten entries to our getaway giveaway. Cool. Alright. So we've reached the end of our presentation now, and, you know, we're excited to open it up and hear for you. So if you haven't done so already, please submit any questions you have about today's webinar, Grace Hill's new products, or even our attendance at apartmentalize in the q and a section of your Zoom webinar panel now. I did see a few questions come in, while we were speaking. Hey, Tami. So I will just start at the top. So our first question is actually threefold. What knowledge sources or databases does Gracie pull from to get all of that information? And will she retrieve answers from all Internet sources? And, additionally, will it share my data with others slash the Internet? Tami, this is your baby. If you've got audio, I'm gonna let you know. Yeah. Sorry. I don't know what happened, but now I'm on my laptop. So I should, I guess, I should have that as a backup plan, to begin with. You're not at the beach with us anymore, Tami. I know. It took away my ocean and everything. Well, there's that. Okay. But I can talk about what Gracie is is doing. Gracie is not, using AI that's attached, to the web. So she is not pulling any information from the world wide web to curate her answers. She also is not leveraging machine learning, which would take your content and get it make it smarter because then essentially that could change your policies and procedures. So she is truly just using the content in your policy system, to gather all of her information. In addition to that, there is the ability for you to approve who sees and can read which of your policy manuals. So if, for example, you have a policy manual that's for a new construction only and you don't want leasing agents at non new construction properties to receive information from that, you can limit the permissions of who has access within the organization to what policy content, and Gracie will honor those permissions. So she really can get down to very role based specific answers for the person who's allowed to have that content, and based on the content, in your system. Awesome. Okay. So we have another question that came in. Do policy acknowledgments impact the company training compliance percentage and vice versa? Hey, ma'am. I'll let you take it to you because this is your baby. I know the answer, but I know you're excited. Yes. The answer is yes. So, you want to acknowledge policies that are truly meaningful and important for an employee, to have, like, a paper trail that they acknowledge. So, the idea is that you wouldn't put an acknowledgment on every single policy in every single manual. But the answer is yes. If they are required to acknowledge a policy and they have not done so by the date you've asked them to, it will impact your overall compliance score, at the organization. Now you can filter that to see, are people not reading their policies when we tell them to, or are people not taking their training on time? Or you can do a combination of both. Good. Alright. We had one come in. We struggle with responding to reviews. We know it's important, but no one has the time to do it. And, honestly, it can be intimidating. Do you have a review response service or add on feature? Great question. So I'll take that one. And while, obviously, we want to leverage our technology, I can be a hundred percent sympathetic that there's just not enough hours on the day when you're on the other side. So, we do have the ability. We have a full team that can respond to reviews. We do respond off of branded templated. We want to ensure we're always responding in your brand voice and with your brand message, but we can one hundred percent take that on. We also actually have something too, to ensure that we are cleaning up any listings for you as well. So I know that can be another really daunting one sometimes to go through and clean that up. We have a team that can take that on and help with deduping, inaccuracies, etcetera. And then, really, you can just then worry about using those data insights to leverage and make meaningful changes within your organization. Very good. And I think the last one that we'll get to today, and if you asked a question and we did not respond to it either in the chat or, live on our show, then, we will get to you afterwards. Alright. I'm already a Grace Hill training and policy customer. Woohoo! What's the lift to getting into PerformanceHQ? I really want to take this one, but I'm turning it over to you, Tami. It's it's my pride of releasing PerformanceHQ, which means this is an upgrade. Okay? This is not a migration. You're not going on to a new platform. When we built PerformanceHQ, we took all the best pieces of the technology we already had. We pulled them together and made them better. So this is truly an upgrade, to all of our products that we pull in, which means, the lift is introducing a new, dashboard experience to your employees. That's essentially it. There is no need to redo assignments. All of your assignments will live and say just as they are. Any of your dashboard widgets that you have already set up stay the same. They're just they just look a lot better, in the upgraded, UI. So, the lift is almost zero, with the exception of letting your new, letting your employees know that you've upgraded, your solution, and they will have access, to a new dashboard at that point. Wonderful. Alright. Well, again, as Kayla said, if we did not get to your question today, we will certainly follow-up with you. But if you are not attending Apartmentalize or you just want to connect before the show, please contact me. My details are there on the screen. We can set up some time to chat about your goals, your challenges, and how Grace Hill can help with that. But, otherwise, that is it for us today. Thank you all for tuning in. Sincerely appreciate it, and we look forward to speaking with you very soon. See you soon. Thank you.