The Simple Strategy Dave Uses to Motivate His Team

From the headquarters of Ramsey Solutions, this is EntreLeadership, where I take calls from leaders like you about what it takes to win at any stage of business and leadership. I'm Dave Ramsey, your host with over thirty years of experience leading in the trenches right alongside you. If you've got a question you wanna ask on the show, fill out the form at entreeleadership.com/ask or call and leave us a note, and we'll get back to you and get you on the show. Phone number is (844) 944-1070. That's (844) 944-1070. We're glad you're here. Luke is with us in Alabama. Hi, Luke. How are you? I'm good. How are you? Better than I deserve. What's up? So I'm the owner of a dog resort. We'll do about 1,400,000 in revenue this year. And my question is, how do I instill an ownership mindset into my team? Wow. Well, there's a lot of things involved in doing that at Ramsey. One thing is compensation. As much as you can, let them be rewarded when there's profit, and let them feel the pinch when there's not. So they have incentive to keep expenses down and revenues up. And we talk about that a lot around here, because we share we have a profit sharing program that we developed. On something as small as you're doing, you could keep it very informal and say, hey, guys. We had a great month because you did and give some examples of something that caused revenue to go up or expenses to go down. And so I'm a give everybody a $100 handshake or whatever. Right? How many team members have you got? We have six full time and then about 20 part time. Okay. Much harder with the part time because they're more transient, and they're not there as much. You don't keep them as long. The turnover's higher, and you don't keep them as long. So that's a harder thing, but you just kind of build it in. So one of our core values on the wall is we're all self employed. We have a self employed mentality, and we talk about what that means a lot. So one is you do it with compensation. Two is, you you do it, I mean, with, like, a a manager on the compensation side. If you're one of your senior people, you actually could let them participate in the profits in some way. You could figure out a little formula to do that. But, anyway, number one's comp. Number two is is it's we talk about it a lot. It's a core value. And then the third thing is you hire for it and fire for it. So when you're doing the interview to hire, you say, hey. The people on our team treat this place and our customers like they're one of the owners. We have an ownership mentality, a self employed mentality here. How do you feel about that? Will you fit …