Why Your Employees Are Leaving | HR HEROES S1 E5

[0:00]  is often there's a disconnect between corporates and the people who are showing up and doing the work every single day we like to have our employees greeting every customer talking to them you know making that connection um which I think is what people are looking for when they're going into a full service restaurant and I'm like how is that possible are people really just trying to be that efficient and timely in and out but don't we lose the smile and the brand that all right guys welcome back to another episode of the heart and hustle podcast on this podcast we talk about the heart and hustle necessary for success in

[0:47]  business and in life and today I'm bringing you a brand new episode of our HR Heroes series I've got Jessica Pike with me who is a Human Resources Director at Grill Concepts and a former Human Resources coordinator at North thirston Public Schools Jessica thank you so much for coming I appreciate you thank you for having me man so we have so much to talk about today um you know one of the things that we connected on early when we first met was the lack of the human element inside of HR now you're going to bring some unique I would say concepts and ideas to the conversation because you're in the restaurant space and so why don't you give everybody a little background about you yourself how you got into HR and specifically an overview of what you guys do at Grill Concepts okay um I have been been working in HR for about N9 years it was something I was always a little interested in and just you know

[1:35]  wasn't sure where to start um so I ended up working in Human Resources with North thirst and public schools um I was with the company for 13 years before I moved to Las Vegas about two years ago and started with Grill Concepts as their HR Director um it's been very different going from public schools into the restaurant industry but it's been interesting I like it I like the change um and with our restaurants um we have nine locations across four different states the majority in California we have um one here in Summerland Public School 702 um so that's our only one local in Vegas well you know one of the things that I would like to learn a little bit more about was you came from the school space right you're now in the restaurant

[2:21]  space What are some of the similarities or some of the I would say lessons learned that you pulled over from your previous experience into this space I mean I think no matter what industry you work in if you're in Human Resources Human Resources is going to be the same everywhere you go you're still taking care of your employees you're still thinking about you know is this good for our employees is this good for the company so I think with that I think you can take human resources and go into any industry it's just learning that industry once you get into it but all the same things are still what's happening you know you're still talking to employees you're still taking care of them benefits you know know assisting people is going to be the same in any industry I think the there's a real human element that is super important when we come to going to a restaurant

[3:10]  right it's all about service it's all about the smile it's all about the experience and one of the things that we connected on that I want to Riff on really quick is the use of Automation in technology when it comes to the point of service right we see a lot of organizations like McDonald's as an example I've seen a lot in the last couple years of them going to a employee l Restaurant location and I'm like how is that possible are people really just trying to be that efficient and timely in and out but don't we lose the smile and the brand that's made so much behind McDonald's in the first place what's your kind of opinion on the automation stuff um I mean I guess for fast food if people are in a hurry that I guess it makes sense but all of our locations are full service so it's they're going there because they want the experience of going and sitting down at a table and

[3:57]  talking with their friends or their family and you know ordering their food that way so I think going automated in that situation isn't really the best way to go um we like to have our employees greeting every customer talking to them you know making that connection um which I think is what people are looking for when they're going into a full service restaurant yeah I think so you know one of the things that I've really appreciated in our brief time knowing each other was some of the I would say creative initiatives that you've launched to be able to create better culture within your organization so what are some of the things that you could kind of put on the idea board if you will for other HR leaders who are looking to build that camaraderie and one of the things we talked about before was that healthy sense of competition so I hope you use the example that I'm

[4:44]  thinking about um yeah I think some of the things that I have implemented since I've been there um we didn't have an employee assistance program which to me you know coming from the school district very different like that was just very common to me um so when I saw that we didn't have it I'm like oh we need to get that with our next enrollment um because it's free for our employees you know and it's they provide so many services and our employees a lot of them didn't even know that it was available and so the fact that we could bring that in and get that out there to everybody and have people actually use it has been really important to me um I think a lot of people just don't know you know and if you don't know that it's available to you so I try to get the word out on that um we also implemented tap check which is um it's basically you work

[5:32]  today you get paid tomorrow so um you sign up through an app you can get your money the next day so if you worked the day before the next day you can get your funds um so I think that's something that's really helped our employees because it just takes the pressure off of you know what if you have a bill due and paydays not for a week you know and then that's stress on the employees and that's affecting them so giving them that choice you know hey oh I can pull this money out that I already earned and pay this bill and now I don't have to worry about it you know one of the things that I really love is the whole person view of wellness and so I was doing a little bit of research on tap check they were talking about they are fin or employee Financial wellness and if you think about the stresses right

[6:19]  that come along with money you need to be able to get your money as quickly as possible after you've worked and so implementing Simple Technology like that I think is just absolutely amazing because creates so many efficiencies but also makes the employee feel so much more supported is that kind of what you've experienced too yeah I think so because you know people a lot of people are waiting for that check you know to pay rent to pay a car payment anything you know something like your child's daycare any of those things people are like oh okay I need to line up my paydays well we're paid bi-weekly those days are different every month so it's hard to you know predict all the time exactly what day is payday it's not the first every single month right it varies so I think just giving people that opportunity yeah it's a it's a great step forward towards making I would say

[7:06]  your employees feel recognized and validated for the work that they go through or and they do but not having to go through those times of uncertainty right which is so important so one of the examples that I was hoping you were going to bring up here when I talked about healthy competition was your ice cream competition as well so give everybody some insights about that so last year on Employee Appreciation Day um I was kind of trying to brainstorm some ideas of what we could do for our employees since we are spread out you know we're not all in one location it's not that like we could all get together and do something together as a company at that time there were about 500 employees so obviously we couldn't get together um so what we did is each location was given an allowance to go out and buy supplies for a party um they were all given you know this is the day

[7:53]  we're doing it pick whatever time works best for your location um and whoever can have the best ice cream bar like with the best toppings the best setup you know the most creative ice cream Sunday however you you know whatever the best is so come up with the most creative ideas you can the coolest decorations whatever so we put that out and said send us your pictures we want to see you know that your employees came and got to enjoy this and also then we can see who's winning like what's the competition so it really got people like more involved even from afar where they could all go and say like okay this is what I did and they were sending in their pictures um and then we got like a group called together where we just said Thank you to everybody um and got that out from like

[8:41]  our corporate office staff yeah and I think people had fun with it I mean our managers that were organizing it had fun with it um and they said that the employees appreciated it even though you know it wasn't something huge um but it was just fun I think that's like such a a fundamental element of like a posit positive work environment right I mean everything when you come into work often I know some of the biggest challenges that people face when they work in the restaurant industry specifically is like work is so fast-paced and it's so high pressure and I'm dealing with so many different personalities from what's going on in the back of the house and what's going on the front of the house the the individual customers who I'm dealing with as well so creating a positive fun experience for people I think is a great leadership style because everybody wants to do something fun but they often don't correlate those two things with work right right yeah

[9:29]  and like you said it's so busy that there's really not a lot of downtime when you're in a restaurant yeah you know one of the things that we talk about um just from our business perspective at Francis is like mental Wellness isn't supposed to be something that's scary and a lot of people deal with struggles from an internal stigma that we have about like I can't access therapy I can't talk to a therapist or a counselor and so we've always tried to just make the experience of mental Wellness as fun and as positive as light-hearted as possible because we recognize that that people have ideas right in their mind about what things are but sometimes it's leaders like you and organizations like ours who try and rewrite that landscape right to change the perspective right so one of the things that I want to talk about next is on our previous conversation we talked

[10:17]  about where a lot of Industry Trends are going and you mentioned something that was really important to me you said organizations today because of either turnover rates or you know people who are dropping out the organization they're trying to get the most out of their employees possible so where do you think the balance of that most out of them possible and also I would say maintaining their well-being kind of comes in from your perspective yeah um I mean we've experienced this a little bit in our company where our corporate office has dropped dramatically in how many people we have um just due to the fact that some of our locations have closed and you know we just have to think about the business costs you know if we're closing a restaurant and we have employees losing their jobs like that's hard for me already I feel bad and you know I

[11:05]  hate to see that happen but we also want them to see that it's not just them like it's the company as a whole and we're all you know taking on more with less people and I mean I think that kind of shows okay well corporate is now I think many many years ago they said it was like 50 people or something it was before I worked there um when I started were at about 14 and now we're at 7 okay um so you know th those of us that are still there are taking on a lot more um but we also know okay well we're taking on more because we're also expecting our locations to take on more so our general managers are taking on more our kitchen managers are taking on more um so we're just kind of at this point you know

[11:52]  trying to find ways to show appreciation to the people who are doing that um so we've been kind of talking about some different ideas nothing set in stone yet but finding some different perks for those people who are doing that um just to show that we see it we appreciate it and we want to give you something you know to feel that appreciation yeah seen and validated right I think one of the biggest things that I recognize is often there's a disconnect between corporates and the people who are showing up and doing the work every single day but often the person who's put in the middle of those two people is HR to be the one who communicates policy updates and stuff like that so how do you guys communicate as an organization that everybody's taking on more work these days and it's not just being kind of

[12:39]  passed down the ladder to the people who are showing up on the front lines um I mean we do have meetings with our general managers our kitchen managers um so as far as like our corporate office staff that which I'm part of um but we're all separate if that makes sense since we're all remote um but they try to connect with all the general man manager like hey this is what's happening over here we call it the RSC the restaurant support center rather than corporate um so we got on a call at that time and said hey just let you guys know we made Cuts here at the RSC um we are down employees we're going to be remote because we're trying to save money by not being in a building paying rent you know we're doing this too so we made sure that they knew what was going on and also with the change because if

[13:25]  they're reaching out to someone and they're like what happened to so and so you know we wanted them to not be shocked um and so the fact I think that they saw that and that we were really transparent about it I think made it a little easier I mean it kind of made some of them like oh thinking oh no like that Panic feeling which we all felt I mean myself included my I thought oh no like who's next and it's scary and so we wanted to assure everybody like we are still here for you even though we're not in the office technically we're always in the office you can call us you can email us you know whatever you need one of the things that I know the transition of working remotely is challenging right especially if you've come from an organization that has historically been in building the restaurant support center right or corporate whatever you

[14:13]  want to call it how have you been able to manage your well-being now that you're working in a fully remote environment because creating that disconnection those boundaries can be really tough so what are you doing personally um well I've had experience working remotely before so that was good um when I worked for the school district we were remote for a while um due to covid and um just transitioning back I was remote um and that one was where I kind of learned how to separate home from work because it is hard when you're working you know it's hard to separate that so I struggled with it in the beginning during Co of how when do I know when to stop working like when do I stop when do I shut it down and walk away um and I figured that out so now now this time it was much smoother you

[15:00]  know my office is separate so when I leave at the end of my day and walk into the other room I close the door I turn the lights off I'm like I'm not going back in there yeah um that's how I try to separate it that's been one of my biggest struggles you know we're sitting in the heart and hustle podcast Studio which is also my office and I feel like this is a siren in my life because it's always calling for me I've always got something to do in this space but you're right being able to close the door and turn the lights off at night time and saying okay now I'm home is really important one of my mentors actually just talked to me about a symbolic gesture to recognize that the day has ended and so what he did and that's outside in the garage I can show you a little bit later um I have a brush out there and so when I end my day and I go to the gym as an example that's like my end of day activity I brush off the

[15:48]  day's work and he was like that little symbolic gesture gives your brain the idea that like you're wiping it off and it's time to leave it behind very similar to how You' brush off your shoes okay and I thought that was really interesting I've never heard that before but I was I've been implementing it and it's actually been a good like mental barrier that's kind of reinforced you know my mindset yeah I think mine is just my dog sits next to me in the office and so when I when I'm done for the day I'm like okay we're done let's go and she gets up and she leaves and I'm like okay that's our sign like close the door we're not going back in she's like yes Mom thank you now it's time for you to play with me so I think I mean even just that little thing where I'm like okay we're done working let's go yeah well I know call before you talked about being accessible as an HR leader and I was watching a recording of our conversation and you mentioned that you

[16:35]  are always trying to respond to people as much as possible even on the weekends and stuff like that and you had talked about previous experiences where you have other friends who are leaders in HR organizations and they have like a ticketing system where they receive a ticket from one of their employees and they try to get back to them within 10 days and I was like oh my goodness that seems like such a delay I know so what is your perspective on that type of culture I mean I understand that large companies do it they I mean I guess they have to I don't know I mean we're at about 450 employees but we were at about 600 when I started with the company um me being the only HR person the whole time um we did have payroll at one point in the very beginning um but then I took that over as well I think just people want to call and they want an answer

[17:22]  they're calling HR because they have a question or an issue or something and they want to talk to you right then they don't want to talk to you in 10 days they want to talk to you that day like especially if they're upset right you know if something went wrong and they have a problem like we have people who call like I went to the doctor my benefits weren't they said I'm not enrolled that's urgent they want an answer right then they're standing at the doctor with their sick child or themselves and they're like why doesn't this work so I mean I understand the importance of that because if it were me calling I would want an answer too yeah right now and the longer you wait I find people get more upset I mean they're waiting like so that's way you know I try to I'm checking my email all the time you know if I miss a call I'm

[18:09]  checking my voicemail and I'm calling people back um you know and I do check on the weekends and I do check in the evening if it's something that you know is just a a minor question yes I probably will wait um but I mean I'm checking for something that's urgent and I think it's natural that you guys are in the customer business right and I think I might have mentioned this previously and I always try and bring this in somehow weave it in um people always ask us are you a B2B company or are you a b Toc company and I always say we're a PTP company we're People to People right and you guys serve your external customer but your internal customer is what really makes your machine run on a daily basis so you're almost like a customer service representative between you know the restaurant support center and everything else and so being responsive naturally

[18:57]  is something we experience when we reach out to customer service at any other business so why shouldn't HR respond in a timely manner to my needs because I'm also a customer of our business yeah I mean I've always kind of thought like I'm here to help the employees so that they can do their job like when I worked for the school district I'm like I'm here to help the teachers so the teachers can teach the students you know if I don't provide them with what they need then they can't do their job either and if they're worrying about something or they're stressed out about something that I could fix then that's my job is to fix it to make them be able to do their job yeah you're an empowerer I mean at the the basis of your job title right you Empower others to be their best self and you show up for them every single day and you go to B for them so one of the things that you had mentioned on our call previously was

[19:45]  you guys are a family and a small company and that's kind of how your CEO described your business so what family elements do you think leadership like your CEO kind of trickles down from the top and how do you kind of reinforce and re-embrace those type of cultural elements um I mean he he does treat us as family so he treats us you know like when you tell your family something straight up tell them the truth that's what we get too yeah which is great because I I like that like it's transparent there's the communication you know the things that some people don't bring up at work because they don't want to cause a problem like we don't do that in our group because we're like everybody has to have an opinion we're a small group like we have to talk so I think that kind of comes in there um so I mean of

[20:33]  course there's people that if you disagree or whatever it it's like family it happens yeah um but as far as like our CEO he is always you know he cares about the employees like if an employee comes and says like I'm having this problem and I need help with this like he is compassionate and he recognizes that um and especially like our longtime employees like he would do a lot for them I mean there's just so much compassion and when we talked originally I shared a book which is somewhere um it's 12 and a half by Gary vaynerchuk where he talks about the emotional elements of business success and compassion is on his short list of 12 and a half ingredients but also kind cander right being canderous with our family employees the people we work with is so important because conflict comes

[21:22]  up consistently but when we avoid it it becomes so much scarier to have to turn around and like go back to it so I love that element as well yeah yeah I feel like we're encouraged to speak up and say something yeah you know it doesn't matter who's who you're talking to like we're all equals really important so here's my question for you when it comes to you know the environment that we live in which is Media Instagram social media everything else that comes at us there's a lot of negativity that kind of swirls around us constantly how do you yourself stay positive in a world where everything seems to be going on in a negative slant um I think I just try really hard to not take things personal um I think when I was very new in HR I took things personal you know if somebody was upset

[22:10]  and they called me and they were mad they were yelling something like that I would take it personal and then I kind of learned I'm like okay like you can't you've got to separate that like they're just doing this because they're upset about something or maybe there's something else going on with them and this is why they're making it you know such a bigger deal than I might have thought it was because maybe to them it was um and so over the years I've just kind of learned like don't take it personal they might just want to vent um and I've even had employees like that will do that and then they call back and they're like I'm sorry yeah and I'm like it's okay like it's all right I mean I get it you know and just making sure that I kind of just take some of the things with a grain of salt you know HR is there to vent to or to take complaints as well as help people I mean

[22:58]  if there's a complaint you know we want to fix it um so I think just trying to make sure I'm seeing it from their perspective and just not getting like emotional about it you know getting my emotions in it that's a that word perspective was what I was going to harp on so I'm glad you brought that up but is a healthy sense of perspective right in recognizing that we're all people sometimes we have bad experiences through the day and we might not always communicate what we're really trying to say um there's a famous phrase it's like just because you say something does not mean that's what other people heard right and I always try and bring that into my leadership style of trying to be as understanding and try and have that distance right that perspective that's necessary to understand like maybe something's going on and not having that emotional reaction which I think is just so fundamental so my next point of

[23:47]  discussion is in 2023 February of this year um the Mahoney group came out and published a study where they talked about a crisis happening from a mental Health perspective in the restaurant space and they said that you know work in itself is so fast-paced and often comes with long shifts with limited time off or breaks and it also features demanding customers we have to be able to balance as well so what are some of the I would say mental health patterns that you've been able to recognize in your organization when it comes to your employees how are they dealing with the uncertainty of everything that's going on with the landscape changing inflation all this kind of stuff it's been a little tricky um you know and of course everybody handles things differently and also maybe how they receive any

[24:34]  information how you know how that's delivered to them kind of determines how they're going to be so like if we had you know for example just something to share with all of our staff and we said to all of our general managers hey you have to share this with your employees and maybe it's something difficult maybe it's layoffs or you know and increased cost and benefits something that they they're not going to be excited about yeah you know the way that the manager presents that to them I think is a lot of how the team's going to respond to it if they come in and act all negative and they're mad and they're like this is stupid like why is this like this then their team is going to do the same thing um because that's who they're looking to for the direction so we just kind of try to encourage them like try to put you

[25:22]  know put a positive spin on this like assure everybody like you're okay it's going to be all right like you if you have questions like we're here for you just to kind of I guess soften that a little bit um but I think a lot of it is the delivery um and how it's communicated I think what's upsets people more is not knowing not having any communication because I've been on the other side of that too where you don't know anything and then all of a sudden you're like blindsided by something and I think that's just I think you know just being transparent like we have been with our company you know with store closures and just being transparent with everybody like this is why we're doing it so that there's a reason we're not just doing things randomly yeah I think the the ability to communicate effectively really kind of

[26:12]  shes up any gaps right because when there's gaps in communication it leaves room for our mind to do what it does best to jump into negative conclusions and then it creates uncertainty and then it creates doubt and then we have to deal with all of that um I absolutely love that so one of the you know things that I often think about is from a role of HR you're really emphasizing how people are seen heard and encouraged so when it comes to making sure that your employees are seen other than things you talk about with like tap check and every stuff like that what other things are you doing in the business to make sure that people recognize that they can come to you often that there's not any barriers that HR is not a punishment what kind of stuff are you kind of prioritizing yeah that was something that was a little hard at first um because I think I had mentioned to you when I came into the role that there had been some other people in there for like

[26:59]  a short time prior to me um so when I came in I think there was kind of that oh she's another new person and so it took a little time to kind of build those relationships and have people realize like you can call me it's not bad HR doesn't equal trouble and I think that's just kind of the stigma with it that people always think like even when I tell people I work in HR they're like oh and I like I don't want to be that person that somebody is like I don't want to talk to her because she's HR or I don't want where does that come from do you know what I mean like we talked about like kind of the cultural experiences of where that IDE ideology has come from like what's your perspective in like that bad taste people have for HR TV I don't know I remember a long time ago when I first

[27:46]  went into HR um I was telling my son about it and he said nobody's going to like you don't you watch the office oh wow and he was little and we laughed about it and I'm like oh but that is kind of what people think or maybe before you know HR was different I mean I think it was more you went to HR if you were in trouble for something um I mean you see memes about it you know I got sent to HR and and so I think that's just where it comes from but I want people to know like you don't have to only come to me for a problem you can come to me for a question or advice um anything really I mean that's what I'm there for and I want people to not be scared to reach out um so I I tried to implement that to everyone I tell all of

[28:33]  our managers that they don't have a problem calling but I mean some of our employees you know it makes them nervous to think I don't I don't want to call HR nobody wants to call HR so I'm like put my phone number up on the employee board my email that way if people need me it's accessible like it's not a secret they can reach out do you have any Cadence for like check-in chats with employees employes when they first come on to the organization or anything like that um I don't personally but they do that on location um so they have uh trainers on location and that's part of their responsibility um as the trainer is to check in with new employees and kind of report that back to management gotcha that makes perfect sense yeah so I fielded some questions for today's episode and I asked my audience on

[29:20]  LinkedIn plus the other couple places like what are some of your experiences with HR if you had a oneon-one with your HR Director or a trusted HR I would say Advocate what would you ask them and this is what a person said they said I work in a kitchen and it can be particularly stressful with orders coming in rapidly I have to work quickly and efficiently just to keep up now this high stress environment that I've worked in is really starting to have a negative impact on my mental health how should I approach talking to HR so I don't end up putting a I would say Scarlet Letter on my chest to say that I'm not capable of handling the work that's necessary if somebody calls me and says I'm having these issues like I'm stressed that's confidential I mean that's I'm not calling their manager and

[30:09]  telling them that's between me and them and that's not something I would be repeating to anybody um what I would do in that case is I would want them to call me of course so I could give them the resources like the employee assistance program you get free counseling sessions they do um like you can do a in-person counseling you can do over the phone they have a ton of resources um like Stress Management and like your health and well-being so give them all these resources and I just let the employees know when you call them you know you call the employee assistance program I don't even know what you say like that's that does not come back to me so don't feel like whatever you tell them is coming back you know between it's between them I don't get a report of who called I don't get a report of what services they used I have no idea um um so I just assure

[30:59]  them you know it's confidential it's not held against you for anything um if some people are really struggling I ask do they need time off do they need to take a leave of absence like what's going on you know and see what it is is it you know they're just overwhelmed right now or did they have like a medical issue going on or family issue because in those cases you know there's FMLA there's medical leaves like you know we try to be accommodating for people who come to us and say like this is too much we have people who work multiple jobs or people who go to school and work or you know they have families they work like everything's a lot I mean life's hard life is really hard and maybe it's part of that misconception that when I go to HR and I open up and I'm Val or vulnerable about what's going on that they're going to report it back to my

[31:46]  manager yeah right I would never do that yeah I mean if they said something you know that they were going to hurt themselves or something of course I'm going to report that but you know if they're just like I'm really stressed you know you know money or whatever is going on family issues like that is not something we share yeah yeah that's confidential well that's an amazing tip for you the listener who wrote in and kind of asked that question because I know you were looking for a little bit of guidance and I really appreciate you answering that so succinctly because it's important to people for people to recognize that HR is a safe place right they can come to you they can confide they can get the resources that they need to be able to show up as their best self every day so I really encourage that so to kind of wrap up today you know we've talked about the family culture of a business we've talked about

[32:34]  how sometimes Automation and AI can create I would say ideal worlds but they don't really always play and convey into all the spaces that we work in um we've also talked about how HR is a safe place for people to be able to come to and engage with we've talked about some of the cultural narratives that you're pushing forward with your competitive ice cream machine ice cream contest which I absolutely love and we're going to be implementing that team so don't worry about that um but what would you say to an HR leader who finds themselves in a toxic work environment where they're trying to make these types of changes that they know can have a huge impact on their employees but maybe they feel like they don't have the support from above or maybe they're having a lack of support and engagement From Below what are some of the tips that you would give those people yeah that I mean that's a tough situation

[33:22]  because you know I've been in the situation where like I'll put something out to all locations you know this could be in my job now or in my current job is where I would go out to everybody and this is what we're doing this is what we're implementing this is the due date it could be something as simple as you know a training that they have to do we have the people who are on board and we have the people who aren't um it's those people that are not on board that it's been you know it's a challenge to get them on board with these things you know some people are just setting their ways and they don't want to try something new um I mean I'm lucky that I have the support of our CEO and so when these things are coming out he's backing it up as well you know so when I send something out sometimes he'll send like a followup hey team this is what we're

[34:09]  doing and I think just having that reinforcement that we are all on the same side you know we're all doing this um has really helped to get people on board um and you know and eventually if you never get on board then you probably don't still work there unfortunately but um I think just having you know reinforcing that um just having people back it up um or sometimes I'll take like okay this restaurant this general manager did this amazing thing and share it with the others like look this is what she's doing you guys take some tips you know from um from what somebody else is doing and I think that's been helpful too because then it kind of connects them even though they're all in different locations right um they can say oh this manager over here is doing this with their employees and a lot of

[34:58]  them kind of piggyback on that too as far as you know kind of borrowing each other's ideas um so I think that helps to get it when you see everybody else is doing something great you want to do that too because that sense of community yeah you want to be like well I want everybody to see what I'm doing too yeah well you know today has been an absolute blessing to spend time with you I appreciate you giving us your insights because I know a lot of people in the HR space are dealing with tech businesses and service-based businesses and you guys are a service-based business in the restaurant space but your unique perspectives on kind of how the landscape is changing um has been incredibly refreshing and I appreciate you bringing your perspectives I want to use the last couple seconds here for people to find out more about you so if they want to learn more about you know Jessica and where they can find you at

[35:45]  but also if they want to learn more about Grill Concepts as well how do they find more information about you guys um I'm on LinkedIn so you can find me on there um as far as the company girl Concepts is also on LinkedIn um the parent company is girl Concepts um for depending on where people are located we have public school um there's two in California so one in Culver City one in Sherman Oaks and then one here in Vegas um and then we have the Daily Grill which is in Burbank California and Century City California Tulsa Oklahoma and Houston Texas hope I'm not missing anybody trying to run through my list um I think that covers everybody um so it's on the website if anybody wants

[36:32]  to work there you know you can apply online well you know this weekend I encourage everybody to go check out public school because I have some other friends who are in the restaurant tour space and they talk so highly about what you guys are doing in Summerland here in Nevada and they're like that is an amazing spot so I'm really excited to listen to the podcast and listen to Jessica and give some insights cuz we might be borrowing a couple of those Concepts as well yeah they have a great patio that has heaters by the way so if anybody wants to go and check it out and there's a really cool big Christmas tree in downtown Summerland right now that's like it's tall as the building I don't know if you've seen it um but it's pretty cool and you get like a perfect view of it from public school and so they do like a they're doing a parade down there every weekend I guess until the holidays okay and their GM there is great too awesome well Jessica thank you

[37:19]  so much for joining us today guys that's been another episode of the heart and hustle podcast a specific episode in our HR hero Series so everybody give Jessica a nice warm of Round of Applause as we kind of wrap up today's episode thank you so much for coming I really appreciate it thank you so much for having me this was fun take it easy guys