THE COMPANY WITH A 4 DAY WORK WEEK! (AND NO CORPORATE NONSENSE) - SCROLL #goodcompanies
Summary
TLDRIn 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
😀 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.
🛠️ 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.
🏡 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.
🤝 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.
👟 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.
Mindmap
Keywords
💡Nerf guns
💡Digital marketing agency
💡Four-day work week
💡Profit sharing
💡Remote work
💡Mandatory PTO
💡Corporate culture
💡Overemployment
💡Quiet quitting
💡Career cushioning
💡Irreplaceable
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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