Progressive companies, good companies to work for. Generally. Wouldn't you agree? Yes, yes. Amazon. Trader Joe's. Yeah, I would think generally they have a good reputation, kind of a more progressive company. And she said, you know, I don't know what I was expecting, but it wasn't what I thought. And would you have me back? And of course, she left on good terms and doctors, you know, I'd love to have you back. Same thing happened to this other lead assistant. She said, in less than three months later, came back and said, I really don't know what I was thinking. I like shopping at Trader Joe's. I thought it'd be good to work there. But I'll tell you what, I like shopping there, a whole lot better than I like stuck in the shelves. She actually had a pretty good sense of humor about it. She said, I don't know what I was thinking. I still like shopping there, but I don't care for stock in the shelves. And she said, would you have me back? Now, both these team members need jobs. And so they can't, in both cases, we made the decision with my guidance and doctors experienced it to bring them back. And so sure. And I know these two lead assistants. Actually, I know them. I get to know my team members of our clients pretty well. And I reached out to them. And I had an individual conversation with each of them. And I said, I just look at no judgment. I just want to know a little bit more about your experience and maybe it's something that might benefit me or benefit our clients somewhere down the road. And the first one that left for Amazon said, you know what, Gary, I guess I didn't realize what I had here. And you know, working for Amazon was just a job. There was no purpose. This was her words not mine. These were her words. There was no purpose. You know, other than driving the van around, delivering packages. There was no bigger purpose. And she said, you know, I maybe took for granted what we do here, but I like what we do in dentistry because of our connection with our patients and our ability to make a difference with these patients. So what she was saying was, there was no why. For her at Amazon. Right. Maybe there was, but she didn't know it, right? There was no why. She didn't use those words. She had never heard of Simon sinek, but in her own words, she was saying, there was no purpose there. There was no driving force for me to be there. There was no bigger reason for me to be there other than to load the van with packages every day and deliver them where they're supposed to go. Yeah, the only purpose is I get a paycheck, but go to paycheck. You know what? Hey, I've been there. I've been there. I had many jobs, I started working on this 13 years old. I had many jobs through my teen years and early adulthood. That were just that. It was a paycheck to put gas in my car. You know? And hey, I get it. But you know, at some point, work needs to be more than that. And then the other gallop that left to go to Trader Joe's, you know, said the same thing that there was no purpose there. Other than, you know, putting the boxes on the shelf. Which way she said, frankly, I was tired of that by about noon, the first day. There was no greater purpose. And you know what? I like it here because we really do make it her words. We make a difference in the life of our patients. Make a difference. Now, so how do we take this back and tie this to the episode? The importance of having a strong why. Well, I think if you have a strong why, there's two audiences for that why. And that is, your team members and your patients. Now let's also tie this into team members and the employment situation today. By the way, if you are having trouble filling open positions, know that you've got a lot of company in that. My friend Chris barrow, Chris barrow is a wonderful resource in England. Recently wrote a blog post about this. And he said, hey, if you have recently hired someone to discover very quickly that it wasn't working out, you're not alone. This is happening a lot. If this has happened, and he gave a quick little for phrase saying that I use a lot and he said, hey, instead of just getting stuck in the mud about this and getting despondent about I'm never going to find someone, you know, just use this little memory mnemonic. Some some will some won't so what next. And in this context it means some of your hires are going to work out great. Some won't. So what? So what does it mean that you don't care about it or you're going to miss hire all that means is that occasionally you'll stub your toe and instead of getting stuck there next, move on to the next one. And so, you know, the biggest generational group in our society today are millennials. In 2021, the millennial population, millennials are defined by people born from 1980 to the year 2000. So anyone born in that time period. They've surpassed the previous largest generation, which were baby boomers. Baby boomers were born from 1946 to 1964. You can always remember that because the last two digits are reversed. They are born from 1946 right after World War II to 1964. So that 18 year time period defines the baby boom and up until last year, they were the largest group. Well, what's happened to the baby boomers? They're getting older. Many of them are here. And some of them are no longer here. And so they're not making any more of them. You don't make any more of those. And so the millennial generation surpassed that group. And it's dangerous to use very broad generalities about any generation. Whether it's positive or negative, you know, one thing is often said about millennials is they're very hard workers. Now that's a positive generalization. But it's very dangerous to use broad generalizations across the entire population like that. But one thing I have noticed in studying millennial, my dental students are millennials. So I've done a lot of study in terms of how to be more effective with millennials. They're my dental students. And I have 580,000 students a year. I teach all four classes, a 145 Dell students per course per class. Run the math on that. That's 580 dental students. And I want to be effective with them. And so I've studied how to be effective with millennials. And one of the things millennials want in a positive way. Now, remember, this doesn't apply to every millennial. But generally, millennials want to be involved in something that's bigger than themselves. They want to be involved in a cause in something. You know, they appreciate apology. I mean, for example, they might appreciate ecology and their cause is saving the planet, right? And there are some passionate people around that, right? And so when we think about it, the two audiences for your why would be your team members or potential team members if you're hiring, and if you can give a strong why, you.