ADVANCE: Take Your Next Step with Mike Acker

Ep 19| The 11 Universal Qualities of 5-Star Employees with Danielle Mulvey [ Season 2 ]

July 11, 2022 Mike Acker
ADVANCE: Take Your Next Step with Mike Acker
Ep 19| The 11 Universal Qualities of 5-Star Employees with Danielle Mulvey [ Season 2 ]
Show Notes Transcript

There are good employees and there are excellent employees. There are also those employees you know aren’t performing well enough to stay or progress in your company. But to begin with, on what basis do you assess your employees’ performance? What makes a five-star employee? Does a two-star employee have to stay a two-star employee? How can they grow themselves?

 

Find answers to all those questions in this episode of the Advance podcast with Mike and his guest Danielle Mulvey. Danielle reveals the ingredients that make a five-star employee – the irreplaceable one who delivers consistent results for the company. With 25 years of experience as an entrepreneur, Danielle comes equipped with all the knowledge regarding hiring the right people for your team, letting go of those employees who don’t fit well, and the metrics to assess each of them for their skills, ability, and performance. She also shares how she does the market analysis and competition to provide adequate pay to her employees. Listen in!

 

EPISODE 19  SUMMARY & HIGHLIGHTS

 

What is the biggest mistake entrepreneurs make when hiring their first few significant hires?

 

1:33

 

They take everything that they don't want to do, or they're not good at, and assign it to the new hire. The problem is, often, it becomes too much for the other person.

 

What is a five-star employee?

 

9:18

 

A five-star employee represents the top 15% of available talent in the market for the role. A major hiring mistake made by businesses is not casting a very wide net for applicants. Hiring from a small pool means your chances of getting that 5-star employee are also less.

Does a two-star employee always have to be a two-star employee?

19:21

A two-star employee is two-star only for that role. Danielle and her team have identified 11 Universal qualities that are key to being a five-star employee – some are coded red, which means they're very difficult to change, two are coded green, and the rest are coded gray. The green ones are relatively easy to change, and the gray ones also can be changed, but maybe with some coaching or help from a hiring manager. The red ones are the toughest to change.

How much time should we give employees to improve their performance before they’re shown the door?

24:20

In the shortest, possibly two weeks. Also, we don't need it to take six months. The reason is, we're all creatures of comfort. If we can show up to a place and the people there are relatively polite to us, and we get a paycheck every other week, we'll stay within that comfort zone forever. To a certain degree, you have to make it a bit uncomfortable for those employees so they're ready to move on and can move on quickly.

(Full shownotes at https://connect.stepstoadvance.com)


what does it look like to be a five-star employee and what does it look like to hire five-star employees and how can we get those kind of people working with us so that we're profitable and we're enjoying life today with danielle movie we answer that question welcome to advance with mike acker the podcast designed to help entrepreneurs business leaders and professionals alike break through barriers by improving their practical leadership skills and increasing confidence in speaking your host is a best-selling author executive coach and founder of the advanced public speaking school and advantage publishing group two companies dedicated to providing an edge for leaders find out more about mike at mikeacker.com now here's your host mike acker [Music] danielle welcome to the show i'm so glad you're here with us today awesome thank you for having me mike let's dive into a question right away a lot of the people that i am that i am talking with on my podcast and on youtube are either entrepreneurs or they're entertaining the idea of being an entrepreneur they're a manager their ceo they want to start something new whether it's a traditional route or just kind of bootstrapping it they're thinking about being an entrepreneur so let's ask this question right here what is the biggest mistake that entrepreneurs make when hiring their first few significant hires yeah so i think the first mistake that they make is that they take everything that they don't want to do or they're not good at and they try to make it one job for a new hire and so what they're effectively doing is trying to find a sparkly rainbow unicorn um in that role and what you're better off doing is you're better off piecing apart those things that you need so typically the first hire an entrepreneur makes is someone who they call an admin and this person i'm sorry really doesn't exist this super admin that they're looking for is probably someone that they're expecting to do social media get them to inbox xero and maybe onboard new clients and and maybe handle a few sales calls so it just becomes too much for one person and so what you're better off doing is you're better are you aiming this at me are you working at my own history as an entrepreneur and a business owner and just tarting like this i get i get how this is going to be no no seriously i think it is you're right you're right i've been there i've done that so keep on going so so so what what you should be doing is you should be dividing it up into smaller part-time jobs this is a really great opportunity because what's interesting is is that most people are only super productive for four hours a day so if you hire someone for 40 hours a week you're not getting 40 hours of super productivity you're getting four hours a day times five days you're getting about 20 hours of super productivity so the best thing to do is to if you need someone to be doing you know admin work inbox zero you need someone to be doing social media you need someone to be doing sales call or onboarding new clients and such is divide that up into three positions three part-time positions or even two part-time positions because now you're going to be paying the same amount of money but that person's only working four hours and they're going to work and get that productivity done in four hours so you're actually going to get maximum productivity you're going to get 40 hours by having two part-timers and there is just such tremendous talent out there right now especially since covid kind of rocked our world and turned households upside down especially households with children in school and such and so there are plenty of you know professional educated people out there who you know want to work what i call mother's hours and and can work after school drop off and before pick up and really get that done for you in four hours so that is number one the biggest mistake and your solution on how to fix it i think there's two groups of people who are who are listening right now those who are saying yep been there done that just like me and those who are thinking nah i wouldn't do that and hopefully those who are saying no i won't do that let me just encourage you wisdom is learning from the mistakes of others and there is such a temptation i know because when i started doing what i'm doing now three years ago i tried to hire that person every single thing i wrote a list and every single thing and i tried to find that unicorn and it didn't work and then i narrowed it down and did exactly what you're talking about so i think that's fantastic wisdom that i would encourage anybody who's trying to think about something new or even within your own business or in your company that you work for try to find that role well before we continue this conversation who are you danielle yeah and what is the experience that you have and what makes you qualified to really help us in this area sure well um i started my first business at the ripe old age of 25 and um it was an advertising and marketing agency in nashville we were doing over a million dollars in our first year and um my brilliant out of the gate newbie hiring strategy of a 25 year old was to hire people younger than me um and i really kind of lucked out my first few hires were great and then my luck ran out and i hired someone who um you know following my same strategy um it was someone who was younger than me um someone who i went to college with um his sister he was a fraternity brother with one of my other employees so there was familiarity there and said she was kind of like within the circle so like i hired him and uh you know a few i don't know how long it was into him being there but i woke up one monday morning and i said to myself ugh can i call in sick fake sick to my own company like i didn't want to go in i didn't want to deal with another week of this individual and um you know that was my aha that i needed to fix this like i i i needed to put a stop to it and i needed to get serious and understand how to recruit and hire people because we were growing and i knew my strategy clearly wasn't going to work for the long term in scaling the business and so at that point i really dove into you know what does it take and i became a student and and just studied and have put into practice for now 25 years almost um how to recruit hire and retain five-star employees and um and kind of the testament to that is you know my husband and i have several businesses they do over 50 million dollars a year in uh in revenue but i only have to spend about 10 hours a week overseeing the operations of those businesses because we have five star employees who are in the business doing the work in the business and you know my 10 hours a week is leading the daily vitamin c meetings of those of those teams uh also referred to as a daily huddle probably um to some other people out there we call it a vitamin c and um and and just being there and being supportive and then you know i spend the rest of my time kind of being strategic on the business i have a startup here i have a podcast i you know i kind of do other fun things in the entrepreneurial space because having five star employees has given me the freedom to really kind of kind of go into my passion zone here and those other businesses you know bring in a a good living yeah so so someone's driving down the road right now they're sitting at the desk they're watching youtube they're kind of perusing this right here and so here's what i want our audience to be thinking about first of all thank you for tuning in so glad that you're part of this right here make sure to like subscribe share comment all those things but think about this what kind of employee are you in just a question a second i'm going to ask the question what is a five-star employee but as you're listening to this in this moment watching this in this moment what kind of employee are you and maybe you don't have anybody that you lead at this point in time so let's start with the one person that you always lead and you're ultimately responsible to yourself so what kind of employee are you there's been times i've been a five-star employee there's been times where i've been at one star maybe maybe even a zero star employee as well so let's be real about that be real and honest with yourself and then two if you were to lead who would you be hiring what would you what would your philosophy be if you are hiring what is your philosophy and then three if you have people that you lead what kind of employee are they what kind of rating would they be so let's start out with that first question danielle what is according to your you have a book on this and something that you think about a lot and it's your history what is a five-star employee sure a five-star employee represents the top 15 percent of available talent in the market for the role um so that means it's a kind of a numbers game one out of seven candidates is a potential five-star employee so you know kind of a hiring mistake that a lot of businesses do is is they don't have a they don't cast a very wide net so they end up with a small applicant pool they've got like three candidates to pick from or four candidates to pick from well statistically if you only have three or four you haven't hit that magic number of seven so you likely don't have a a five-star candidate in that pool of three or four so you really kind of need you know a pool of 21 candidates to get three potential five-star employees um because you don't want to settle but you you brought up a great point too about like you know what kind of employee are you and you know what's funny is and and i say this all the time i could get hired as a bookkeeper tomorrow i could get a job as a bookkeeper tomorrow but i would be a two-star bookkeeper so just because someone might not be a five-star for the role i'd be a two-star bookkeeper i'm a five-star entrepreneur let me tell you the the rating is based off of the the qualities the skills the aptitudes lots of things and it's specific to the role whether that individual is a five-star employee for that role or not so we shouldn't be too hard on ourselves if we look at ourselves right now and go man if i'm being honest with myself i'm a i'm a two star in fact let's take a little turn right here if people are listening and thinking if i'm honest with myself in this management position this leadership position this corporate position this whatever position that they're in if they look at themselves right now and they're seeing themselves as a two or three what would you tell them i would say that you're in the wrong role because if you're if you're a two or three star and you and you really feel that way then you're not working in your zone of genius um you're doing something just like i can do bookkeeping i know enough to be dangerous but i mean i would hate it i would be miserable i would procrastinate on it etc and so that's what would give me a two or three star rating but you bring up a really good point too you know in our five-star employee rating system um you know we've got 11 qualities of a five-star employee there's um you know over 25 aptitudes um and and and so you you decide what you need like what are the important aptitudes based off the role and such and then what does that person need to score a minimum of in order for you to say yes like they've got this aptitude do they need to score a three like they just kind of need to be okay at this or do they need to be a four do they need to be a five um and what's funny is is when we take entrepreneurs through this process of you know customizing their um recruitment and hiring assets and creating like a good solid interview packet where they can actually objectively uh you know assess a candidate on the aptitude skills and qualities you know they they often say oh they need to be a five and five and five and five and five and i'm like really like are you a five in everything you're not so it's it's there's there's a bit of bringing expectations to a realistic point you want to set people up for success and just like we talked about earlier you know when you create this job where you're looking for a sparkly rainbow unicorn it doesn't exist so it's important to be realistic about about your expectations when when you really are looking at what exactly do i need this person to do what do i need them to be fantastic at and what do i need them to be like okay average at you're they're not going to be fantastic at every single single aspect because you aren't we aren't i'm not and i love that you have there's a guide in this and you have a book about this as well and in that of course there's some aptitudes that you can go through it would be very good for people to create some of their own aptitudes what are they looking for you know sometimes we all we know is we're looking for someone who wasn't like the last person exactly that's a good place to start that really is a good place to start because you probably you probably didn't realize that you didn't want that when you hired that person so success leaves clues failure sleep clues so you know sometimes a good place to start with this is oh my gosh how do i not let that happen again i don't want this and then that leads you towards you know i don't want and therefore what i want which then brings it to the point of you can never settle when you are you know um recruiting and hiring um you don't want to settle for less than a five-star employee for obvious reasons okay so let me take you back to a moment where where i learned a lesson and i'm gonna get your advice though from what i should have done in this moment because i was in my young 20s and became executive director and we were growing and i needed to hire someone so i took one of my executive team with me we went down and we set up something like seven interviews in a day okay and we had a checklist because we knew what we wanted we had this this this and very specific sitting down we both had it we're going through and we narrowed it down to two people offered two people to do some follow-ups mind you we've already done some of the preliminary stuff on phone calls and stuff before zoom and all that and and we we then had two people come out meet with us do that whole thing then we narrowed it down to one this is the person we've gone all this way we put the money in we've brought them out done all that kind of stuff we offer them the position they say no yeah okay talk to me about those kind of situations what should you do when you find the 15 and you think that they're going to go for it and then they say no so you that's why we cast a wide net and that's why we you know get a lot of applicants so we don't feel desperate so at that point you know you got to the end and you had what you thought was the five-star candidate who then said no and you know obviously the other person at you know just kind of like didn't quite meet that five-star rating necessarily and then you kind of really didn't have anything else in the pipeline so it's important to keep the pipeline going um and and because i believe in free will i believe that you know people can come and go um you know people who take a job with me if they find something better if they need to move for their family for whatever reason like great awesome you have free will but i also view it gives me free will to let people go if i if i need to let people go and such so so i operate with that kind of mindset and so i'm always just you know having as as big of a as a big of a pipeline as possible i don't know the reasons exactly why they said no so there could be again some some clues there as to you know what could have changed or what could be made better in your um in your process um maybe they just you know i don't i don't know what that specific reason was but um i know we've taken people through so in our recruitment and hiring process um we start with um they apply online they take an assessment within 24 hours it scores them against a benchmark for that role if they score 70 or higher they move on so right there we are eliminating you know the obvious one two and three star candidates and then um then we typically do depending upon the position in the company um a screening interview um then they do some testing uh we're assessing their skills then we'll do a deep dive interview after the deep dive interview we will um invite them in to do a shadow day and um we have had people come in on shadow day and say yes you know i'm so excited and then at the end of shadow day say you know what this is not the position for me and it's like that's okay because i i i still have people in my pipeline i'm still working my pipeline i still have that add up i'm still trying to find candidates because the other thing too is you know i mean um i don't know say this like we made a hire recently of someone who was you know further in the pipeline um than the person that we ended up hiring so this person was kind of behind in the pipeline but when i looked at their resume i was like you know like they'd be perfect for this position that we were gonna post in may it's the end of march we probably could move it up a bit and such so you know like it's good to just always have a pipeline of candidates or you know put some put people on your virtual bench i'm about 40 of my local hires um like within you know the geographic area that i live in or where we have physical offices uh you know those those people come from my virtual bench people i've experienced in the market people that have been vendors or clients or just people i know and have experienced their work ethic and how they do things how they think and such um are my virtual bench and so a lot of times you know we we bring people through um through through the virtual bench path but they still go through the process they still take the assessment they still do the shadow day they still go through the interview yeah if i'm going back in time and looking at it probably the i started with a large pool but then i eliminated and i didn't keep on adding because i was already this far ahead i'm not keep on very common and and then i had to start all over in fact actually what we ended up doing was we decided to reorganize and that if we could reorganize the right way we could actually move some people over and really put this five star person in this role now you hit something off about some two stars and such and getting rid of people who are two stars in the process but does a two-star employee always have to be a two-star employee a two-star employee is a two-star for that role so again i'm a two-star bookkeeper but i'm not a two-star entrepreneur i'm a five-star entrepreneur so so someone isn't necessarily just kind of stuck in that now i will say that we do as part of our five-star rating system one of the stars is the 11 qualities of a five-star employee so we've identified 11 universal qualities that are just really key to being a five-star employee now hit some of those for us sure um so actually uh some of them are coated red which means they're very difficult to change um those are two of them two are coated green and the rest are coated gray the green ones are relatively easy to change the gray ones just you know they change but they can change them but they'll require you know the their hiring manager or or their supervisor to kind of be coaching them along to help improve that quality in them so for example two of the reds there's only two two reds are um limber being limber and listening so if if a person doesn't demons can't demonstrate that they're limber they they can't adapt to change they can't pivot um you know that's a red flag especially for small businesses because you know you're kind of going with the flow sometimes and and you have to make strategic moves and if you have a small team everyone's got to make that move so so being limber would be a a red flag and a deal breaker especially working in an entrepreneurial organization and then this as the second red quality um is is listening so if they if the if the person isn't an active listener if they don't listen with all their senses and such again a deal breaker because especially in an entrepreneurial company you need people to be um you know kind of paying attention at all times um and uh let me pause right there so if people are listening right now or if they're not listening you just prove that you're actually not a five-star employee but if you're listening right now and you're looking at yourself going am i a good listener am i humble am i willing to to learn i love patrick lencioni talks about the three different things that you need to hire someone one of them is that humble that that listening attitude right there and then that limber i like that that adjustability are you someone who's adjustable and would you say that really no matter where you're at if you don't have these two you're realistically not a five-star employee most organizations need that so i mean there could be positions you're not going to say no but well i'm just saying like there could be there there i mean there are positions where you know you you do need someone to do the same tedious work day in day out and you don't need any change you don't need any flexibility uh you know just someone who's very rigid um in fact i interviewed someone uh in march uh and i was about three and a half minutes into the interview and she was not answering the questions she was and so i'm like okay wait a minute she's not answering my question let me let me let me let me ask some simple questions see if we can get her and at five i gave her five and a half minutes and it was just like she still wasn't answering the question she wasn't listening to the question she had like this agenda i don't know where it was coming from um and she wanted to deliver it and so at five and a half minutes i said you know what i don't think that um this is going to be the right position for you and um so you know i just want to give you the rest of of this time back and thank you so much um i will say if i'm allowed to say uh you know she did work for a state government so maybe you know that was my mistake letting like trying to give her a chance sorry you might need to cut that out so if you work for the state government don't don't take offenses or danielle's words [Laughter] and you can find her at just yeah but but you know like you can't you know that that that's a for example that's a position where you just have to do what you're told right so a lot on process here if you're too if you're too rating employee there are going to be i love that you got these 11 different things we won't walk through all of them i know you have a book and i'll point them people to them as well and people can check that out but it would be a good i always like to before i try to assess my leadership of others assess my leadership personally how good am i at this how am i good am i at that and that'd be a great thing for anybody to do no matter what role you're at if you want to advance yourself you want to be limber and you want to be listening so those are great areas let's let's talk about when we when we have one of those employees that they're consistently a two they're not limber they're not listening they got some of the red flags there and they have some other areas how much time should we give an employee to improve their performance before we just say out the door i mean it could be it depends upon the situation but it can be in as short as two weeks i mean when i hear someone say um you know we'll give them six months i'm just like why nothing's gonna change like we know what the inevitable's gonna be we don't need it to take six months um and you know what let's be honest that person knows they're not doing well in the position but we're creatures of comfort so you know if we can show up to a place and people are relatively polite to us and we get a paycheck every other week are we gonna upset the apple cart no we're gonna stay within our comfort zone and such but let me tell you someone who's not doing well in a position they know they're not doing well in a position and but but they're in a comfortable spot so you to a certain degree have to make it a bit uncomfortable for them so that they're ready to move on and can move on quickly but i can guarantee you i there is not one thing where someone has lost a position i mean i've been let go from a position um and you know it hurts and it stings but i am a million times better off now than if i would have just kind of continued muffling along in that position where you know i didn't love it but that's a fantastic point and we often think we're doing someone a service for keeping them on i got hired one point time and i was supposed to let some people go as part of my role and so i led him down this path and realistically the people that i had to move off the team ended up in better spots for sure than they were in for everyone for everyone yeah because now they're doing something you know they moved on to something that they're better at so they're going to be happier they're going to be successful so um yeah and the pay was great there's a lot of fear that comes involved in all of this and i love that you know i have a history of being in the bible and perfect love casts out fear and one of the things that we think if we truly love the person want the best for them trying to keep them when it's miserable for us and miserable for them is not love yeah we really think hey how can i love this person how can i do this well for them that it should move that that fear aside for that absolutely can i add a bonus right there too yeah absolutely so so so you also can't pay for performance you can't say well if i pay them ten thousand dollars more a year maybe they'll do better no because they don't because they don't have the aptitudes and skills to begin with they don't have the qualities that are needed maybe they're underperforming because they're just underpaid well that's not a five-star employee that's someone who's that's someone who's not all-in you know i mean they shouldn't have taken the job i i've had people so so i had a candidate um you know i was recruiting um for a small business blog editor and community curator and it was a part-time position pretty flexible so you know for some people it was going to be like a side hustle and such and i had one candidate um you know she went through the process and um and she had completed testing and and it was you know pretty far along in the process and then she said um i gave her like another assignment and i paid for people to do the assignments and such and she emailed me back she's like oh you know um i really want this position and um i think like i i'd be awesome and i'd really love to work for you and such but i'm worth more than um than than twenty dollars an hour i i need to be making like 27 or 28 an hour and like from the get-go i am i am a proponent for me for my positions for my companies i'm very transparent i put how much you pay how much you get paid um in the job posting i am typically high i would typically like to hire entry-level clean slates people i can train and such um and you know i said to her i was like okay i you know what i know that you are worth 27 or 28 an hour but this position pays 20 an hour i i mean i had plenty of people in my applicant pool i didn't need to i didn't need to go down to that so you know she self-eliminated herself she would and it's good that that that all came out um we hired someone um gosh this was about 10 years ago in um in our indiana office where we processed long-term care claims and um the person um was like after a week of training came and said you know i'm bilingual and i think i should be getting paid more because i'm bilingual and it's like this job is 100 in english does not require any bilingual skills uh and you know i'm sorry but like this is the position you applied for this is was all stated and such and you know we made at that decision at that point to continue putting her through another four weeks of training she's never going to be happy she thinks she's worth more so at that point we said well this probably isn't the position for you so thank you but um we're gonna let you go let's continue to talk about money here because i think that's a big issue right now there's job markets it's it's hot in some areas it's cold in some areas there's a great resignation over the last year everybody's moving around and so let's talk about money and what's the role that it plays in it and what kind of what kind of loyalty should we have yeah two jobs uh for example and this is i i hired someone i posted a job at uh just something very low it was just gonna be like a 10 hour virtual assistant in the united states someone applied and i actually said to that person hey you're valued more than this and her name's m.a she's fantastic she actually did a podcast with me last year and worked with me for for about a year fantastic she reply i said you're worth more than this i'd already done the whole admin thing where you hired somebody to try everything and so i said how about we just do this and i gave her specific hours specific tasks very focused kind of like what you're talking about and she nailed it out of the park and she learned so much in the time that we're working together that at the end of a year it came to it and realistically i couldn't afford to pay her what she was worth and so we we sent her on our way it was fantastic and we have relationships still and absolutely fantastic speaking to situations like this where when should you pay more what what kind of situation are people finding themselves in and hiring managers and such yeah you know i mean before we before we you know if we if we have a new position and we've never had that position before um or you know it's been a while since we recruited for a position i always do a market analysis i mean there's plenty of decent salary uh platforms out there where you can see you know how much are are people getting paid in this market for this job and i typically like to be towards the higher end um and uh just kind of feel like that's that's a good point that's where people are gonna feel like they're valued and things are good um but i will tell you that you know we hired someone um recently and she's a recent college graduate she had been working in a library she hadn't really kind of found a professional job with her with her major um and we hired her we recruited her at 20 an hour um and uh we like within two months gave her a raise because she was that good and you know and and she was bringing that that value i mean we gave her a five dollar raise she's you know 25 an hour now which is a big deal to someone like that but it was because we were getting a return so you're just setting me all this wonderful stuff up for the five star employee rating system so it's really important so let me just kind of go through really quickly and then we'll get the last two stars that hit on this so the first star in the five-star employee rating system is make sure there's alignment and core values the second star is the 11 qualities of a five-star employee the third star are the aptitudes and skills needed for the role the fourth star is uh success metrics so you should have three to five key responsibilities by role for that position and you should have success metrics associated that are quantified success metrics so there's a dollar sign there's a number involved in terms of what success means for that key responsibility so for example if you have someone that um is onboarding clients and that's how they spend you know that's one of their key responsibilities is onboarding five new clients a week then you know a success metric would be that um that that they get um a you know a five-star rating on the um onboarding experience survey from at least 50 of the onboarding clients um so so that is what measuring success is and you know that that is a driver to your revenue because you want to when you bring on a client you want to onboard them as quickly as possible because when you onboard them they have a good experience they start using it now you've got a recurring customer for life hopefully um and then the fifth star in the five-star employee rating system is return on payroll so ideally you should be getting a 3x to 4x return on an employee's salary towards revenue so if you're paying someone 50 000 a year they should be their key responsibilities should be driving 150 000 in revenue to the company per year to a to 200 000. so 3xing or forexing the the salary so you know everything should be very very intentional um and and it should be contributing um to to revenue and not just busy work this is what i love about what you're doing here is it's it's very tied to numbers and not just feelings and a lot of hiring is is emotional yeah and here's a way to take emotional and turn it towards yeah there's still going to be an emotional element because we're people there's still going to be a relational element and there's obviously some stars that probably relate to those even the listening is a relational technique and relational skill that we have this is so good and and i i think i'm going to pause right here because one i'm actually going to go pick up my son here soon and it's summertime that we have camps and amazingly we've already done our 30-plus minutes in this interview so it's amazing that this has gone so fast and i believe that that's what's happened to our listeners going oh man this is my drive's already done my walk's already gone but what that means for you as you listen as you watch us is you need to check out more of what danielle movie is doing so danielle where can people find you you've you've really given us a taste and appetizer for the main course so talk to us about where people can find you and what you do yeah so i just go to fivestar employees.com the number five star employees.com perfect and that's danielle mulvey and of course we'll put some different things in the show notes the youtube notes and we'll we'll send it out there on our social media platforms as well for people to check out danielle this has been a a lot in a little and i feel like we could go for another half hour very easily but this has been absolutely great to have you on here is there anything else that you want to leave our listeners and our viewers before we wrap up oh my gosh yes never settle just never settle um don't get desperate never settle for less than a five-star employee what if you are in a job if you're if you're in a job never settle like find find find the organization where you're in alignment with that organization's true core values because that will that will that will start to bring the happiness that you might be missing in your current position and can i i don't do that every two months because it doesn't look good and no one's gonna you you definitely wanna you want you wanna suck it up and stick it out for at least two years but but be careful about you know if if you're not sure like ask to do a shadow day you know ask to spend four hours with them that'll make you stand out as a candidate too so fantastic danielle this is great thank you so much i really do appreciate you being on here today thanks mike it was so much fun and to all of our listeners and our viewers thank you for being a part of the audience we're adding value to your life helping you advance in your career so take a moment like subscribe share comment and until next time this has been mike acker from advance with danielle mulvey [Music] thanks for listening to advance with mike acker a podcast designed to provide an edge for leaders through improving practical leadership skills and increasing confidence in speaking mike is a best-selling author and business owner who has helped many leaders increase their skills and their confidence propelling them to new heights in their personal and professional endeavors join an incredible group of professionals taking the steps to become better leaders at connect.steps2advance.com don't forget to rate review and subscribe so you never miss an episode [Music]