THE COMPANY WITH A 4 DAY WORK WEEK! (AND NO CORPORATE NONSENSE) - SCROLL #goodcompanies

Summary

In this interview, the host visits Scroll, a digital marketing agency in Kaysville, Utah, known for its employee-friendly policies like a four-day workweek and fully covered medical care. The CEO, Dan Page, discusses the company's culture, which emphasizes work-life balance and rejects traditional corporate norms. He shares insights on topics like overemployment, quiet quitting, and career cushioning, advocating for a supportive and understanding approach to employee growth and job satisfaction.

Takeaways

• 😀 The company Scroll offers a four-day work week, providing employees with 52 Fridays off per year.
• 🏥 Scroll covers full medical care for its employees after only 30 days of service.
• 🌴 The company has introduced mandatory PTO to ensure employees take time off, building on their unlimited PTO policy.
• 🏡 Scroll is open to remote work, allowing flexibility for employees to work from home or the office.
• 💰 Profit sharing is part of Scroll's compensation package, extending benefits beyond the executive level.
• 🤝 Dan Page, the COO and co-founder of Scroll, is described as down-to-earth, honest, and transparent.
• 🛠️ Scroll's office culture is startup-like, with a focus on work-life balance and employee well-being over corporate luxuries.
• 🚫 The company rejects traditional agency and corporate cultures, aiming to prioritize results and relationships.
• 💼 Scroll does not track hours; the focus is on completing work efficiently, facilitated by project management software.
• 🌟 The company culture at Scroll is described as 'chill' and is built on a foundation of trust and empowerment for employees.

Q & A

What is the name of the company featured in the interview?

The company featured in the interview is called Scroll.

What unique work perk does Scroll offer its employees?

Scroll offers a four-day work week, which means employees get 52 Fridays off per year.

What is the significance of the signs that say 'grind' and 'hustle' in Scroll's office?

The signs that say 'grind' and 'hustle' are personally significant to Dan Page, the CEO, as they remind him to work hard to provide for his family. However, he acknowledges that they might mean differently to others and are not representative of a toxic hustle culture.

Why did Scroll decide to implement a four-day work week?

Scroll decided to implement a four-day work week to increase productivity and take care of their employees. The idea came from a former partner, Mason Bledsoe, and after a successful six-month trial, they continued with the policy.

How does Scroll ensure productivity with a four-day work week?

Scroll uses project management software called monday.com to ensure tasks are completed efficiently. They found that this system helps reduce busy work and improves productivity.

What is Scroll's policy on unlimited PTO and how are they changing it?

Scroll previously had an unlimited PTO policy, but they found issues with employees either not taking enough time off or taking too much. They are changing it to mandatory PTO, requiring employees to take at least 12 days off in addition to the 52 Fridays off per year.

How does Scroll approach remote work?

Scroll is open to remote work, with some employees coming into the office and others working from home. They have a team in the Philippines and also employ remote contractors in Salt Lake and Utah County.

What is Dan Page's perspective on overemployment?

Dan Page does not consider overemployment as stealing as long as there are no legal implications or conflicts with the employee agreement. He believes employees should not be prevented from having side gigs as long as it does not interfere with their current work.

What does Dan Page think about mandatory team building?

Dan Page believes that mandatory team building can be difficult to pull off effectively. Instead, he thinks it should come naturally and be encouraged from the top down, with the company culture supporting team bonding.

How does Scroll handle the situation when an employee wants to leave the company?

Scroll encourages employees to take better opportunities if they arise. They appreciate a transition period and have even helped employees set up interviews in the past when positions were dissolved.

What is Dan Page's personal work ethic and how does it reflect in the company culture?

Dan Page has a strong work ethic, often being the last one to leave the office. He believes in hard work and providing for his family, which is reflected in the company's focus on taking care of employees and fostering a culture of growth and contribution.

Outlines

00:00

😀 Introduction to Scroll and Its Perks

The video script introduces a digital marketing agency called Scroll, located in Kaysville, Utah. The host praises the company's unique perks, such as a four-day work week, fully covered medical care, mandatory paid time off (PTO), remote work flexibility, and profit sharing. These benefits set Scroll apart from traditional corporate cultures. The host interviews Dan Page, the Chief Operating Officer and co-founder of Scroll, who is described as down-to-earth and transparent. The interview took place in the office, showcasing a relaxed and startup-like environment, featuring Nerf guns and 'grind hustle' signs, but no ping pong table, indicating a non-traditional office culture.

05:01

🛠️ Company Culture and Productivity

Dan Page discusses Scroll's company culture, emphasizing the importance of a relaxed atmosphere and the freedom given to employees, which includes a four-day work week. He explains that the focus is on getting work done efficiently rather than tracking hours. The company uses monday.com for project management, which helps improve efficiency and reduce busy work. Dan also addresses the concept of unlimited PTO, which has been modified to mandatory PTO to ensure employees take necessary time off without overworking their colleagues. The company's approach to work-life balance and employee well-being is highlighted, with the acknowledgment that employees are not just resources but valuable team members.

10:03

🏡 Remote Work and Outsourcing Concerns

The conversation turns to the topic of remote work and the concerns some have about being replaced by overseas employees. Dan addresses this by stating that while Scroll does have a team in the Philippines, they focus on tasks that are cost-effective to outsource. He emphasizes that client communication and integral business functions are kept in-house. Dan also discusses the importance of making oneself irreplaceable in the job to avoid being outsourced. He shares his views on quiet quitting, suggesting that it's a sign of burnout and that employees should look for opportunities where they feel valued and rewarded for their work.

15:04

🤝 Employee Loyalty and Career Growth

Dan talks about the company's perspective on employee loyalty and career growth. He mentions that Scroll is open to being a stepping stone for employees who wish to grow beyond the company. He acknowledges that not everyone can be retained, especially in a startup environment, but they strive to provide a positive experience. The discussion includes the concept of 'quiet quitting,' where employees simply do the minimum required and go home, which Dan sees as a sign of burnout rather than laziness. He encourages open communication and understanding employee motivations to foster a healthy work environment.

20:05

👟 Personal Touch in the Workplace

The final part of the script includes a tour of Scroll's office, led by Dan. He shows the interviewer various parts of the office, including a conference room and his personal office filled with his shoe collection and photography. Dan's office reflects his personality and interests, indicating a personal touch allowed in the professional environment. The tour concludes with Dan inviting viewers to connect with Scroll and himself on social media, showcasing the company's approachable and open culture.

Keywords

💡Nerf guns

Nerf guns are toy foam dart guns often used in office environments to foster a playful atmosphere. In the script, they symbolize the casual and relaxed work culture at Scroll, contrasting with traditional corporate settings. The mention of Nerf guns suggests an environment that values employee happiness and engagement.

💡Digital marketing agency

A digital marketing agency is a company that specializes in promoting brands through various digital channels like social media, search engines, and websites. Scroll, the company featured in the video, is a digital marketing agency that primarily serves small businesses and other agencies by white labeling their services. This keyword is central to understanding the business model and target clientele of Scroll.

💡Four-day work week

The four-day work week refers to a work schedule where employees work for four days and have three days off, typically including the entire weekend. In the context of the video, Scroll implements this policy to enhance work-life balance and employee satisfaction. This concept is a significant perk discussed, highlighting the company's progressive approach to labor management.

💡Profit sharing

Profit sharing is a financial arrangement where employees receive a portion of the company's profits. It's mentioned as one of Scroll's employee benefits, indicating a culture of inclusivity and shared success. This practice is not common, especially outside executive levels, making it a notable aspect of Scroll's compensation strategy.

💡Remote work

Remote work allows employees to perform their duties from locations other than a central office. Scroll is open to remote work, as mentioned in the script, which provides flexibility and can attract a diverse workforce. This keyword is tied to the company's adaptability and its commitment to employee freedom and work-life balance.

💡Mandatory PTO

Mandatory PTO, or paid time off, is a policy where employees are required to take a certain amount of vacation time. Scroll has this policy to ensure employees take breaks and avoid burnout. This keyword reflects the company's focus on employee well-being and the prevention of overwork.

💡Corporate culture

Corporate culture refers to the values, behaviors, and practices that characterize a company. The video discusses Scroll's rejection of traditional corporate culture in favor of a more relaxed and employee-centric approach. This keyword is crucial for understanding the company's identity and the environment it creates for its staff.

💡Overemployment

Overemployment is the practice of working multiple jobs simultaneously. The video touches on this concept when discussing employee side hustles and the company's stance on them. It reflects the company's understanding of financial motivations and the flexibility it offers to its employees.

💡Quiet quitting

Quiet quitting is when employees perform the minimum required tasks and disengage from additional responsibilities. The video discusses this phenomenon in the context of job satisfaction and burnout. It's a keyword that speaks to workplace dynamics and employee engagement at Scroll.

💡Career cushioning

Career cushioning is the strategy of looking for new job opportunities while still employed, to safeguard against potential job loss. The video mentions this as an acceptable practice, indicating the company's realistic view of the job market and its support for personal career development.

💡Irreplaceable

Being 'irreplaceable' in a job context means having skills or roles so valuable that the employer would not want to lose them. The video suggests that making oneself irreplaceable can protect against outsourcing or being let go. This keyword is related to job security and the value employees bring to a company.

Highlights

Introduction of Scroll, a digital marketing agency with unique corporate perks.

Scroll offers a four-day work week, providing 52 Fridays off per year.

The company covers full medical care for employees after only 30 days.

Mandatory PTO is enforced to ensure employees take adequate time off.

Scroll operates with an open remote work policy, allowing flexibility for employees.

Profit sharing is part of the compensation structure, benefiting all employees.

Cultural insights reveal a relaxed and non-toxic work environment at Scroll.

Interview with Dan Page, COO and co-founder of Scroll, showcasing his down-to-earth demeanor.

Dan discusses the origin and success of the four-day work week trial at Scroll.

Scroll's approach to productivity focuses on results rather than tracking hours.

The company has shifted from unlimited PTO to mandatory PTO for better work-life balance.

Scroll's team enjoys extended time off around Christmas and New Year's.

Dan's perspective on overemployment and its ethical implications in the workplace.

Thoughts on mandatory team building and its role in fostering a healthy company culture.

Dan's opinion on quiet quitting and its impact on small business environments.

Scroll's philosophy on career cushioning and the importance of always looking for new opportunities.

The company's stance on giving notice when employees decide to leave for new opportunities.

Dan's personal experience with toxic work environments and his approach to leaving a job.

A tour of Scroll's office, showcasing a lean and functional workspace.

Dan's personal office reveal, including his collection of shoes and photography.

Final thoughts and contact information for Scroll and Dan Page.

Transcripts

we got some Nerf guns over there yeah

we've got some grind hustle signs over

there we got the snack room over there

like there's no ping pong table here and

we're not the ping pong table culture

guys the last year a few days ago now I

asked for your help and you delivered

because I'm proud to present my first

ever interview with what I would

consider to be a good company I know

right you never thought you'd hear those

words coming out of my mouth but it's a

new year we're trying to get some

positive in with the corporate roasts

now the company's name is scroll and

they are a digital marketing agency

they're located in Kaysville Utah so I

drove about an hour and a half to this

office to do this interview you might be

wondering why I picked this company

first well let's start off with the

perks number one they have a four day

work week yeah 52 Fridays off per year

number two fully covered medical care

after 30 days which is pretty great

number three they have mandatory PTO

because people weren't taking enough of

their unlimited PTO number four they're

open to remote you can come into the

office or you can stay at home and work

they don't really care they have people

that do both and number five they have

profit sharing which is something you

don't normally see given to employees

other than just the executive group at

the top but even beyond their perks I

never thought these words would come out

of my mouth their culture there seems to

be pretty chill now the man I did the

interview with his name is Dan Page and

he's the Chief Operating Officer and the

co-founder of the company and I have to

say he's probably the most down-to-earth

honest and transparent executive I've

ever met in my entire life and it really

kind of just felt like talking to a

friend now I know a lot of you might be

like all right well did you interview

the employees what do they have to say

well I would have done that but this

week they're also off so they get all

that other off time and they're also off

from about Christmas who I think today

pretty much they're just at home

chilling putting out fires I guess if

they have to but generally they're not

working so I would have gone and asked

employees what they think but they

weren't there it was just me and Dan at

the office but Dan did say if I wanted

to I'm free to ask them questions so

let's see how you guys receive this

video first and then maybe I'll go back

and ask some more questions having said

all that I'd just like to take a moment

and thank everyone for sending in their

companies and suggestions of places and

people for me to connect with because I

definitely will be doing that so without

further ado please enjoy this is Dan by

the way Dan is one of the co-founders of

scroll and he was nice enough to let me

come into his office and um as long as I

promised I would control him

tell us about yourself Dan yeah my name

is Dan page I'm the CEO and co-founder

of scroll we're a digital marketing

agency focusing primarily on small

businesses and white labeling for other

agencies so if you don't know scroll has

a four day work week which means you get

52 Fridays off per year I'm not sure why

they do that Dan why do you do that

because in essence you're paying people

20 percent more for the same 40 hour

work week to give them credit where

credit's due on the idea the idea came

from Mason Bledsoe who was former

partner at scroll he brought the idea to

both Shane and myself and we loved it we

thought it was a fantastic idea Shane

and I have always wanted to take care of

our employees like from the very

beginning our team like they're number

one we couldn't do what we do without

the team we thought well no one else is

doing a four day work week really in our

space we decided we'd give it a

six-month trial and decide if one you

know maybe our Revenue would increase we

assumed productivity would definitely

increase so we gave it that six-month

trial and it worked it worked like you

know really well and we we have no uh

you know

we're not going back I guess to five

days yeah I mean I wouldn't want to give

up a three-day weekend yeah every week

it's not like the one you get to look

forward to next month it's every single

week you get the three day I'd say

you're not like a typical founder and

and how you speak and how you act I

would say that you're pretty down to

earth and very easy going why do you

reject agency culture and corporate

culture for sure we have those striked

out on in our brand guide in our team

meetings in our website and that comes

from I think a deep place and Shane and

I from experiences we've had in the past

we want it to be different than anything

else out there especially in the

marketing agency World there is this

really big connotation with marketing

agencies to take your money and not

deliver and we're like we have to be

different we have to focus on results we

have to focus on relationships and being

a cold executive is counter-intuitive to

creating that Community the culture I

think that helps everybody grow

including ourselves and that's why we

decided to reject it and why we're

pretty down to earth it's a very

different place to work than even a

typical big box agency that you'd go and

work for my experience just walking

around the office before we filmed this

it's it's pretty startup Vibes uh we got

some Nerf guns over there yeah we've got

some grind hustle signs over there we

got the snack room over there like

there's no ping pong table here and

we're not the ping pong table culture

guys but I think uh the the culture if

you were to talk to any one of our team

members it's not about the things the

things are nice you know keeping the

fridge stocks nice but it's not that

it's the the freedom that we give the

four day work week

the ability that we have you know for

everybody to be incentivized to grow is

is what keeps people here and I think

what keeps clients coming to us for that

experience and just it's just different

than what people have experienced before

so speaking about productivity on your

website it says that you don't really

track hours like normal companies it's

mostly about getting the work done so do

you find that works out with a four day

work week are they working 10 12 hours a

day or it's a great question I think

there's some departments that probably

push into 10 12 hours a day like in web

or maybe in our paid advertising

department where there's a little bit

more work to be done per se than maybe

like account management where they're

just dealing with calls during business

hours we found after doing that trial

and really honing in on efficiencies we

use monday.com there's a monday.com plug

for you these monday.com for our project

management software and it like making

sure that that is just so tidy has

helped drastically reduce the amount of

like just probably busy work or overwork

that's happening so your PTO you had

unlimited PTO with I think I think it

was just unlimited right yeah we had

unlimited PTL but the I guess the

ongoing joke is kind of like you don't

know how much you can take because it's

unlimited obviously you can't just take

off for eight months yeah for sure we're

changing it slightly and doing mandatory

PTO which I think is a better way to say

it mandatory 12 days on top of the you

know 52 Fridays you get per year

obviously they're you know the sick days

are a part of that you get to a point

with unlimited PTO where either people

are too afraid to take it or they're

taking too much off and they're hurting

their team members because all their

team members you know are trying to like

do all double the work while that

person's gone and so we're like look

let's do mandatory PTO let's do the 12

days on top of the 52. I mean that I

mean I think that's more than most

companies do in general I think it's

probably one of the most generous

policies I've ever seen because if you

didn't know right now it's actually uh

his week off right now he doesn't

actually have to be here in the office

their whole company's off this week from

after Christmas to New Year's they're

not working right now so you get all

that and this week and I guess and the

holidays yep exactly that's pretty cool

that's very that's very respectable I

thing yeah we take the last week off of

the year so that's something that we do

include we're we're really work from

home the last week of the year you know

like if a website goes down of course

we're going to step in and like take

care of it or if like you know a paid

ads account you know needs some

management or whatever they're going to

step in and take care of it but for the

most part everybody's work from home

last week and it's very chill so I've

made a few videos about over employment

and uh the executives at different

companies saying that it's stealing if

you work two jobs at the same time and

the argument has been well if everyone's

happy with your work then why does it

matter so let's ask Dan Dan what do you

think as an executive is over employment

stealing I wouldn't consider it stealing

if you hadn't signed a non-compete if

you hadn't signed you know your employee

agreement with your employer if that

prevents you from doing that I'd say if

you you cross that line there's probably

legal implications too I think it comes

down to a couple things I think industry

has a really big impact here I think

it's hard to work multiple jobs outside

of tech also we're in the agency world

and so most people that work in the

agency world in the marketing world have

incredibly high value skills that they

can utilize on their own to do

consulting or whatever we do not prevent

our employees from having like a

Consulting side gig or or whatever just

as long as it doesn't interfere with

their current work and I think most

employers would agree there's there's

two questions to this there's like the

ethical question for sure and I think

that comes down to your personal values

I personally don't think I could like be

a software engineer and be working two

jobs at the same time that's hard for me

to wrap my head around but I understand

it I understand it from a money

perspective double the money heck yeah

right double the responsibility but it

also makes for a really tricky calendar

tricky schedule like it puts a lot of

complexity into your life that I think

is really hard to pull off if you're not

probably single and living alone you

know work from home but that that's

really my thoughts on it we do not

prevent our employees from having

another job just as long as it doesn't

interfere with what they've got going on

and I will say like we have employees

that because of our four day work week

like they're doing a little side hustle

on the weekend for the love of it we

have some employees that love to like

sell and Flip Flip furniture or flip

shoes or whatever yeah there's a whole

subreddit over I can't remember what

it's called the overemployment are

overemployed but yeah when I went there

and I started reading the stories I was

like this is why people don't like you

because there was like a whole thread

about excuses you use to get out of

overlapping meetings and it was just

like six thousand upvotes and I was like

this is why you guys are not looked at

in a positive light at all but as long

as you're getting your work done it's

not interfering you could care less yeah

yeah like yeah as long as there's no

legal implications and you know if if

you were fine personally with it and

there's no ethical implications for you

then like go ahead do you you know we

will not prevent our employees from from

doing it so okay here's another one what

are your thoughts on mandatory team

building mandatory routine building well

we have we don't call it a mandatory

team lunch but we have a team lunch

every week now we we consider that great

bonding time for everybody to get

together we have people that come you

know that work a little bit remote that

come in for those lunches it's not

mandatory at all I think mandatory team

building is is difficult uh to pull off

um I think you should try to make it as

authentic as possible and get that I

guess culture from the top down all of

that comes down to making sure that your

your employees feel safe they feel like

they can work together as a team and all

of the hanging out wool and the team

building comes naturally if all that is

set from the get-go and that's why I

think like Shane and myself are really

picky on who we hire and I'm not going

to use the word family because we do not

use the word family but

um it's a tight-knit I would I would

call it almost little micro community

and so you got to protect that micro

Community we try try to do our best to

have those team events that outside of

the bonding that we do but I don't think

it should be mandatory I think it should

come naturally this is a comment that I

get all the time in my videos how do you

feel about people that say once your

boss figures out that you can work

remotely they'll just Outsource all of

you just to preface with that we have an

entire team in the Philippines to be

completely honest it's incredibly

expensive to hire that kind of stuff

here when it can be over you know sent

overseas to be done and I'll be very

honest and upfront with that but at the

same time the things we don't and would

never want to Outsource are you know

client communication all of the things

that kind of make it integral to the

business we would never want to

Outsource I think there's there's this

uh I think directly to your question

about if you're going to work remote

we're going to Outsource you I think

what it comes down to is you need to

make your job or however you're going to

do it Irreplaceable to the person or the

people you're working for

so that it it's not a question of

replacing you it's a question of there's

going to be this biggest this really big

hole if we'd have to replace you I feel

like I'm going to get comments that say

if you say make yourself Irreplaceable

to the concert like it doesn't matter

because you're not the boss I think at

the end of the day it is you know the

boss's decision right it's the the

Founder's decision so

be careful who you work for I guess is

the is probably the bottom line like you

know and always keep your you know your

your door open your mind open to other

things

um if you feel like that's something

that's going to happen

probably not a place you want to work

there's two mindsets you have to like

make yourself Irreplaceable and then I

think the other one is if the boss wants

to save money they're just going to save

money they're probably not thinking

about the other factors yeah for sure

and I think it depends on who you talk

to right and I think for us like uh

we're gonna do everything we can to take

care of our team and I know that's just

my word and but I would think based on

our previous history in the last four

years you can go talk to any of our team

members we've done everything we can for

the team how do you feel about quiet

quitting people that do their job and

then just go home yeah so I I think

quiet quitting means very different

things I think to probably Executives

than it does employees I think if you if

I think if you want a solid career in a

certain way then you want how like hyper

growth in a career quiet quitting is

probably not the way to go and at a

really big company you can probably get

away with quack quitting for at least

what the current definition of quitting

is for probably a while and probably

probably be fine I think it becomes

problematic when you're you know not can

probably contributing to the team when

it starts to become no very noticeable I

think that's when you're going to have a

problem I also think it's very different

uh quiet quitting in a small you know a

small office like we have versus at a

big company with hundreds of employees

we notice it very quickly if someone is

not contributing to the team at least

even beyond their current

responsibilities and I think that's what

you also have to look at if you're going

to go work for a small business there's

probably going to be some job overlap

especially at a startup you're going to

be wearing a lot of hats yeah you're

probably going to be doing more things

than are in your job description at

least they're as it originally was

but in my opinion it's probably more

fulfilling and you probably skill up

much faster than you would just going

working at a corporate job I think it

depends on your outlook of

whether you think quiet quitting is

appropriate or not but I think you can

get away with it for sure at a big

company at a small company it's pretty

tough to get away with it I think in in

the long term these are my thoughts I

think the people who end up quiet

quitting are the people who tried and

tried and tried and just no no no no no

no yeah they just burnt out and said all

right you know what um nine to five see

you guys later I've done everything

you've ever asked and I haven't got

anything so then that's why they do it

but of course here everyone knows what

everyone's doing I would assume so if

someone's just doing the like their job

and going home then that's easily

noticeable and I guess while people

would say there's nothing wrong with

doing that like you have profit sharing

in this case so it makes sense for

people to not want to do that and they

want to contribute because they get

something out of it for sure and we're

and we're definitely open to you know

like additional profit sharing and

different incentives Beyond just you

know straight money or just the perks

that we have because we care about the

growth of our people even Beyond us you

know like we Shane and I have

started this to be like also a stepping

stone for people you know that want to

kind of jump into this world and also

you know come in upskill and maybe grow

beyond what they want to do with us

obviously we'd love to retain everybody

but we know that that's not that's not

always feasible especially for a

bootstrap startup we don't have Deep

Pockets of money to go in and just say

hey we can pay you whatever you want to

get paid to stay so sometimes that

happens and it has happened in the past

but

um we also want to be a good stepping

stuff for people to you know get in an

awesome you want I don't know quite

fitting is such it's just one of those

topics where it's like obviously you go

to your job and like try the best you

can and if you don't get rewarded for it

then maybe do that while you look for

something else yeah it's a it's a

complicated thing but I get the burnout

I totally get it because you get worked

to a point where you know at some places

even small businesses you get work to a

point where it just it's not making

sense anymore and you're not feel like

you aren't compensated enough or

whatever the reason is and if that's the

case move on find a better opportunity

you know yeah so for that for the people

that can't move on or they're like tied

to their Health Care at their job yeah

or whatever the factors yeah exactly so

you just gotta do what you got to do

that's how I feel like most people

aren't quite quitting but didn't you see

all these bosses come on they're like

Steve's laziness and it's like bro

there's so many factors like let's talk

about it first what do you think about

career cushioning you ever heard that

buzzword

maybe explain that to me

it just means uh looking for other jobs

if you know your current jobs headed

downhill so you're cushioning the fall

okay I guess it's silly buzzword um okay

I I like I understand that I think

that's like totally acceptable I think

you should always be looking for new

opportunities and that and that's now

that's my that's me right always keep

your eyes open especially in I think in

the startup world in the agency World in

Tech you should always be brushing up

your resume always be upskilling you

know always if you want to grow if you

want to grow if you want to move on if

you want to make more money you should

always be doing that and keeping your

eyes open if one of your employees came

to you and we're like hey man I'm

looking for another place how would you

react to that we've had people do that

and what we've told them is if there's a

better opportunity than here yeah we

absolutely would want you to take it and

you can go ask our former employees

we've said that like if there's a better

opportunity here than what we can give

you like we will 100 percent give you

the time you need to transition we would

expect the same courtesy we've given

everybody here by like giving us some

time to transition you find a

replacement train maybe somebody on the

team to take over your role whatever it

may be but you know you do you you need

to do what's best for your life not

necessarily what's best for the company

that's very I think a lot of people will

vibe with that I think not a lot of

people especially Executives they don't

say that very much so how do you feel

about uh bosses being able to be like

okay you're fired by but also them

expecting a two weeks notice if you want

to quit

let me just think about this for a

second

I think if you care about your

reputation I think if you care about

maybe potentially ruining relationships

or not or maybe or maybe bettering

relationships I think that's what it

comes down to uh when either giving

notice or giving notice to your employer

or even to your team definitely the

companies invested in you and at least

on your exit we would you know

appreciate notice but obviously you

don't have to depending on the state and

so but I do think at least me personally

like I am someone who deeply cares about

my relationships even at whether it's at

work or whether it's at home or just

friends or whatever and I'm going to do

everything I can to protect that and

protect my reputation have you ever been

in a spot where you're like I can't do

this anymore I quit yes so you know what

it's like yeah so I definitely know what

it's like like I you know I worked for a

hospital in Salt Lake my boss was just

honestly the worst just horrible

incredibly toxic there was more multiple

you know team members that were also

incredibly toxic and I literally just

couldn't take it anymore but I still

gave them two weeks really you know I

still gave them two weeks I didn't just

quit that could be different for other

people you know but that was just me and

at that point in my life I was just

about to get married and so you know two

weeks gave me some notice and some time

to figure some things out and uh that's

what I did and then I quiet quit for two

weeks okay all right so you're on board

then all right you know what's up so I

think if you care about the

relationships care about your reputation

it's probably better to give notice and

to maybe save face a little bit with the

former company even if it was a toxic

place to work I've done both other other

people may have a different opinion I am

always about you know in doing

networking and so I I never want to burn

Bridges unless I absolutely have to and

but other people may feel differently

about that

I think I need to look at my entire

YouTube channel

that's what it's the New Year moving in

a positive direction Dan I love it I

love it do you give notice as an

employer it's a great question yes we

always have we've had to you know we've

had to fire two people both of them have

had notice we've given gen like generous

like Severance I guess is what you could

kind of consider it yeah we've always

definitely given notice and transitioned

them as best as we could when you say

transition them you mean like you apply

to new jobs for them and set them up or

in one case we set up interviews for

this person

um to move them on because we basically

just dissolved their position it just

wasn't gonna work anymore the way it was

working we didn't have another position

that we could move them into so you know

in a courtesy to them we help them get a

couple interviews set up and and move

them on and we've always tried to take

care of our people that's just the core

of our

you know our business I'm also a young

man like I'm not I'm not a 50. I'm not

like a 50 year old executive you know

I'm holding 28 you're 28. yeah I'm how

old do you think I am 30 31 what's 32.

okay that's close he has a business for

the employees and he's 28 and I'm 32 and

I just do this on YouTube I just roast

company you know what you and your

YouTube is fantastic I've I I've read a

lot of comments that say I would be a

nightmare of an employee to work with

based off of our uh conversation here do

you think I would be

a nightmare to work with I I think

you're totally open and I think what the

right incentives for you personally I

think you would be an amazing team

member an employee for somebody I think

you just need you just need the right

incentives and I think in any of the

positions you've you've been in in the

past based on my research on you you

hadn't been given any of the things you

needed all right everybody so that has

been Dan Page of scroll the CEO and uh

thank you so much for talking to me and

taking the time on your like chill week

I guess could you give me a tour of the

office and I'll put this mic on to you

and follow you with the Sony and we can

just okay let's do that

what's up Josh this is a fun little

front welcome area count sales staff

that's back here that takes calls talk

to me about these signs grind hustle

execute so they're actually my signs and

I always get crap from the rest of our

team about them they mean something very

different to me than they do to other

people I need to do these things to so

my family can eat so I can take care of

my family again it's very different to

everybody else a lot of people think

it's toxic or Hustle culture's the worst

or whatever and I don't think of it as

that it's just a good reminder to me to

work hard is this a sleeping bag that is

a sleeping bag that is my sleeping bag I

don't sleep here

uh my friend Taylor borrowed it and left

it here

and I need to take it home we kind of

tore up the whole front for the

interview which is fun got a little

conference room in here

again we keep it really lean as you can

see we keep it very very lean

um and that's just because

we would rather pay our employees more

and give back to everybody else than

have a lot of fancy stuff we don't have

a ping pong table we've got a little

a little uh most of us golf we've got a

little putty green all all of the desks

are filled other than one and it's just

this one because she's on maternity

leave so it was this one but yeah six

people seven people eight people

and then 10 people here and then we've

got we have our remote contractor team

in the Philippines

um and then we've got a couple other

people that work remote in Salt Lake and

Utah County can we see your office you

can see my office it's not off limits

I'm probably gonna be judged here's

here's here's my office

I I'm I am a shoe guy so I like I like

collecting shoes

I can't store these at home so I store

them here what's your favorite it's

probably these these Air Force Ones or

it's probably I'm a big Blazer guy

there's several Blazers so it's probably

a Blazers for those Air Force Ones I am

a photographer so I put some art that I

took up it's kind of decked out in here

but I I live here I'm not normally the

first one in but I'm definitely always

the last one out

um I leave normally between five and six

o'clock every day Monday through

Thursday if I needed to I would leave

one I needed to

anyone else the same thing

if you need to go take your kid to a

doctor appointment go take your kid to a

doctor appointment if you need to go we

have a lot of people that live

relatively close to the office and

sometimes you need to go home to you

know help your wife help your spouse

whatever you go and do that just let the

team know that you're leaving now if

you've made it this far in the video on

let me just say thank you very much and

if you enjoyed it please click that like

And subscribe button and I have to say

being the professional that I am when we

were doing this interview my red battery

died about halfway through it so this is

the part where I roll out the red carpet

for Dan Page at scroll and he tells us

what's going on with him and where we

can find him so I hope you guys enjoyed

it Dan on to you yeah so you can find us

at join scroll.com

j-o-i-n-s-c-r-o-l-l.com you can use join

scroll on pretty much any social media

platform and find us or you can find me

personally on Tick Tock uh Dan the

marketing man just started it a few

weeks ago so don't judge me but you can

find me there too

foreign

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