Salaries, therefore grow. And as the company gets bigger and more impactful, we also can land. We can land talent, and we can land bigger and more iconic projects as well. There are so many good things that come from growth. It's disconnected from the stock program. Randy Wilburn: There are cash bonuses and those people that are high owners and, and static, and they're done at different times of the year. They really are. John R. McAdams: Yeah. Randy Wilburn: We aggregate the first three quarters and bonus out after that and then take a four-quarter hold into the next year. John, if you could just note a little bit about. I forget the term that we have now signed it. But kind of the on-deck folks.
John R. McAdams: Oh, okay. We, call them associates. Yeah.
Randy Wilburn: We don't want them to look out beyond. The pastors of McAvins and others like they can move themselves up. They certainly have those options.
00:50:00 Randy Wilburn: here. But talk to them about kind of an advanced invitation.
John R. McAdams: Yeah, yeah, we don't want our people to get picked off and frankly we enjoy a good reputation. We work, work hard on that. We have a good time among ourselves. But yeah, somebody who's coming up in as Brian just said this, Brian just said that they're not quite at the level where the ownership transition committee is ready to invite them in. A representative of that group goes to them and says let's talk to you about your getting into the ownership transition program. You know, the company ownership program. We've decided that you are what's called an associate. And so you. We used to call it on deck. And so we are going to invest in some extra training and guidance and mentoring of you to get you up to a level where in a year or two from now we can bring you into the ownership program and it's continuous and we explain about it. Also, we have had a few people in recent years who have left our firm have gotten picked off just before we were about to go to them and that never works. We never have gotten anybody to stay because we then offer them stock. we also don't want to take somebody who's walking out the door and go and wave some stock and say, oh, come back, come back. Okay, we'll include you in some stock. We don't want to do that. Even if we were going to do it, we still don't want to behave in that way and have them thinking, well, they never really were going to give me stock. I had to threaten them with departure for them to do so. And we're not going to go there. Yeah, first it's a much
Made with FlippingBook Annual report