Webinar: Unlock the Secret to an Engaged & Connected Workforce with Share & Perform

Jeff Plakans | President & Founder
CommPayHR

Jeff Plakans founded CommPayHR in 2006, for a better, holistic solution for SMB payroll and HR. He is passionate about improving employment practices and compliance to create the best business environment.

Brenley Draper | Account Manager, isolved

David Braby | Senior Solution Consultant, isolved

Brenley and David join CommPayHR to share their knowledge and expertise in Share & Perform

Jeff Plakans (00:04)

Good afternoon everybody. I’m Jeff Plakans, the founder and president of Commonwealth Payroll and HR. Thank you for joining us today During this, which is what’s most people’s lunch hour, we’re going to be talking today about unlocking the secret to an engaged and connected workforce. Of course, this is going to be a focus on our Share & Perform product. And we’re going to talk a little bit about it today and about how it can help you, not only with your existing employees, but become a more desirable employer. Joining us today is David Braby. David has joined us for previous webinars, and David is from isolved. Thank you. And also joining us for the first time is Brenley Draper. So, Brenley. Without further ado, go ahead and take the floor.

Brenley Draper (00:54):

All right. Sounds good. Thank you, Jeff. Okay. So, for today, we will start off with meeting the presenters. We’ll complete an overview of Share & Perform. We’ll do a solution demo on Share & Perform. And as for Q&A, we’ll save some time at the end to go over any questions that you have. So, as questions come up, please type them into the question area and like I said, we’ll save some time at the end for those. All right. So, for today, we have Jeff Plakans, who is the founder and president of Commonwealth, Payroll, and HR. Myself, Brenley Draper. I’m an account manager with isolved. And we have a David Braby, who is one of our solution consultants.

(01:44):

All right. So, we’ll get started. Okay. So, as workforce dynamics change, performance management approaches should also change. And so, many organizations are realizing that their approaches to performance management may no longer be suitable. We have a couple of stats here showing that 26% of employees strongly agree that their performance reviews are fair. And another one showing that effective performance management programs are 1.5 times as likely to outperform their competitors and 1.25 times more likely to report higher employee productivity.

(02:24):

So, the goal here is to help employees stay connected and feel recognized. And this is done by allowing employees to collaborate, share ideas and feedback, and recognize each other beyond just the context of work. And this will all help to improve the culture and engagement, as well as productivity and performance. Okay. With Share & Perform, you’ll have access to poll surveys, reward and recognition tools, a feedwall, an employee reward store along with many other features that will give you insight to your team’s performance while also keeping everyone aligned with company goals. Share & Perform can also help to create a strong culture, build connections across the entire organization, increase engagement along with other benefits that address a number of corporate challenges. Alrighty. And I’ll pass it over to David for the demo. One second. Okay.

David Braby (03:47):

All right. So, with the Share & Perform, of course this can be accessed through the adaptive employee experience. So, as the employees log into their portal, we will open up this talent management section where that’s where the Share & Perform is going to be housed. So, as they click on that, the employee is then going to be launched into Share & Perform, and they’ll have a landing page. They can control what their landing page is. It could be this page that you see right here, which is the feed wall. It could also be the bulletin board, as well as the actions tab for them. So, employee has the ability and their preferences to set that default page at the company level. Of course, you as the employer have the ability to set a default page for the employees as well. Mindset and the idea of course behind Share & Perform, as Jeff and Brenley mentioned, is to engage the employees not only in the company culture but also in their performance. And we’re going to go through each of those different sections.

(04:59):

The feed wall is part of that engagement platform. So, feed wall where employees can come out, they can post status updates for projects, they can post knowledge, they can automatically get recognized through the system on their work anniversaries. So, things like work anniversaries and birthdays can automatically recognize those employees. And also point values can be assigned to these different types of recognition and postings as well. So, as you notice up the very top next to Tom Andrews, who I’m logged in as, there are reward points. So, as the employees build their reward points, earn those points, they can then use those at a reward store as well as a company store. And I’ll get into those in just a few minutes. You notice on this feed wall, in addition to say the company LinkedIn, because this is business postings, as you can see here, there you do have the ability to build out a bulletin board, as well as have a library of documents that are available to your employees.

(06:06):

So, giving the employees one place to go to access all that type of information and to keep tabs on what’s happening with the company. You also notice that the employees can actually set up a task list for them for themselves, so that way they can build out that task list, and then come in, check off those tasks as they complete those. In order to post out to say, this feed wall, this plus button will be at the bottom. And then there’s different options as you can see here. For the actual postings, they click on the post. And as you can see, these are hard-coded these different types of updates like status updates, asking for help, sharing knowledge, sharing ideas and public praise. Those are hard-coded in the system because this is meant to be that business linked in for your company.

(06:59):

Now you can also see that you can set different point values for each of these different types of posts. That way you can really drive your company culture. So, if your company culture is you’re moving towards, you really want that peer-to-peer recognition, you want that public praise, well, you can set a higher value for that public praise, and that will drive those employees to give that peer-to-peer recognition. But very easy to post out as you can see. A couple other things that I like to point out here is you can give the supervisors ability to nominate and award different types of awards and badges, and also to give discretionary points to their employees, that way, keeping them engaged in the process. I know at isolved of course we utilize this. Every work anniversary, every birthday I get awarded points that I go out to the company store and purchase company swag. But as I mentioned, there’s also a reward store where digital gift cards could be purchased and other types of commodities.

(08:07):

You also noticed there is a suggestion box here, a place for the employees as well as the supervisors to add notes that they’re going to be able to access come review time, as well as sharing and requesting feedback. So, that way you’re engaging those supervisors and those employees in feedback within this solution. Comes in very handy, especially if you’ve got those employees that are working from home or do a hybrid, keeps them involved in the company. Now as you can see the bulletin board here, this is where you can actually build out, say a company intranet. This is completely configurable, so you can configure your own different tiles here, arrange those in any order that you want. I have things like CEO corner, again, to help keep the employees up to date as far as what’s happening with the company.

(09:06):

And then in the action section, if there’s anything that the employee needs to take action on, they’re going to be able to see that in here. So, in addition to getting alerts whenever there’s something that they need to do on their actions dashboard, you can see this particular employee has three 360 feedbacks that need to be completed along with the self-evaluation. And because he’s a supervisor, three supervisor reviews that are pending. But a nice dashboard showing all the pending actions as well as goal progress, badges that have been earned, and upcoming anniversaries and birthdays of his colleagues.

(09:46):

So, that’s a little bit about the landing pages within the solution. Again, designed to help keep the employees engaged in goal performance feedback as well as all the company information. Now, in the engagement section individually, they can go into posts from here, as well as that feed wall. You do have at the administrative level, the ability to set groups within the solution. Those groups can be interest groups. Again, engaging the employees in that, in companies, giving them common areas where they can have chats within a specific group, but also company groups can be built out within here as well. That way if employees are working on a specific project, they can build that group and then have communications and share status updates, even share documentation within that specific group.

(10:51):

Another one of the advantages of the solution are the surveys that can be initiated through here. So, you have the ability to come in and build out engagement surveys as well as post surveys to keep the employees involved in what’s happening within the company, and get their feedback. All that, the engagement information, all the surveys can go out anonymized. So, as the results come back, the feedback comes back, you’re not able to actually see who responded and how they responded, but those results come back into the system. Now they don’t have to be anonymized, but that’s just a benefit to make sure ensure that you’re getting that true feedback from the employees. And these are completely configurable. So, you notice I’ve got questions here that are multiple choice, some that are yes or no, some that are ratings, star ratings. So, it’s very dynamic in the way that you can build out those surveys and get that information, get those results coming right back into the system.

(11:58):

Feedback is huge within any company. And there’s dashboards associated with feedback from employees having access to dashboards, to team dashboards for supervisors and organizational dashboards. So, you can monitor how much feedback is happening throughout the company. And as I go in here and I’m going to say, let’s look at the last 12 months, all that feedback is displayed. Whereas feedback is given, they can give a thumbs up, you can have attachments in here. But again, it’s a way to get that back-and-forth communication, peer-to-peer, as well as supervisor to employee and so forth within the solution. And you do have the ability to create your own categories, that way you can filter that feedback by categories. And then the types are hard-coded in here, but you can also filter based off the type of feedback that is coming through the system.

(13:03):

You notice that there is an initiative section here. So, if you’ve got those company initiatives, those can be sent out through the system so all the employees are aware of what’s happening. And of course the performance section. Now, with performance, again, the idea is to engage the employee in that performance. So, we have the availability of goals, reviews, and 360 reviews within this solution. Goal section is dashboard driven, again, making it easy for the employees to keep track of those goals, monitor their progress, and then they can also see where those goals can be aligned. And they can be aligned to organizational goals, department goals, or even business unit goals. So, that way, you can ensure that everyone’s rowing in the same direction. There’s check-in activity down here below for the employees so they can see how many times they’ve gone in and updated the progress of those goals, and then overall goal achievement. Again, those dashboards that are available at the team, so at the supervisor level, as well as the organizational level.

(14:17):

For individual goals, those will be out here in the goal section. For this particular employee, he’s able to come to a dashboard view and see the progress of each of those goals, as well as check in on the goal hierarchy, so how those goals are aligned. To check in, it’s as simple as clicking on a button and then updating the progress. And as you can see for this particular goal, the employee has created what we call key results. So, the steps that the employee is going to take in order to achieve that overall goal. So, update the progress. Progress can be updated in percentages as well as units. So, if you’ve got those sales folks and it’s a unit driven, you can build those into the system and the goals can also be cascaded. So, supervisor can go in, create a goal for his team, and then cascade that goal down to those employees.

(15:13):

But as progress is updated and comments are added and saved, this would alert that supervisor that the employee has updated their goals. Supervisors do also have the ability to go in and update the goals on behalf of their employees. Either way, the communication is going back and forth, where if someone updates the progress, the other gets notified, and they can have again, the ability to go in and add additional comments. From a personal standpoint, again, we utilize this, my manager goes in on a quarterly basis and updates the KPIs for me. So, I get notified every quarter that those have been updated. And I can go in and I can check the progress of how I’m doing with those KPIs. So, it keeps me involved in that goal process as well as the performance process because my goals are linked to my performance reviews.

(16:09):

And then speaking of performance reviews, again, very dynamic. You can have performance reviews done on any schedule from annual, to monthly, to quarterly, whatever you need. Those are going to be built out in different cycles. That’s going to be the performance review period as well as the templates can be built out. And within the system, of course, you can copy that information. So, once you have a template built out, you can just copy it from one period to a next and into one cycle to another. As you notice in the templates themselves, these can be built out with weighting and without weighting. So, it makes it very simple to be able to come in, weight those different sections of the performance reviews. We do offer a competency library. So, those competencies can be added to the performance reviews and then weighted. And again, these are completely configurable from the sections that you have to the labels that you want those different sections to be set as.

(17:15):

So, very dynamic with the performance reviews. So, now let’s take a look at what this looks like once it’s all built out. Let’s go into the team dashboard. So, this is what that supervisor would see. Nice dashboard with the direct reports. He’s able to monitor the progress of the employees. In this case, the employee is doing a self-evaluation. Then the supervisor is doing an evaluation. They’ll have a one-on-one, and then those reviews will go through an approval process through HR. The ability to add additional reviewers is very simple within this solution. All you have to do is click on the button, type in the name, and let’s just type in Aldo. And this can be searched by first name or last name. Add that person to that review. Then they can add comments to that performance review for that particular employee.

(18:12):

Within the solution, we do offer nine box technology. So, that gives you the added benefit of not only being able to measure the performance of the employee, but also the leadership potential. So, a lot of companies will use this in order to aid with succession planning, because now the system’s going to help identify those potential future leaders. So, any employee that’s in the green section is a potential future leader because they have high performance and high leadership potential. Those that are in the yellow are doing a great job. Those that are in the red are those that the employees that might be a flight risk or might need further development. So, it helps identify all three layers of employees within the solution. This nine box can be viewed at the team level, so at the supervisor level, as well as the organizational level. So, at the organization level, you’ll be able to identify all the employees that fall within any of these nine boxes. And you get to develop the rating scale for the nine box as well as the rating scales for the performance reviews themselves.

(19:25):

Again, this is an example of what one could look like. I’ve got core company values. Again, you can label this whatever you want, where I’ve selected some of those competencies from the competency library. You can also add your own competencies here as well. Ratings can be done, comments can be added. The system has the ability based off of the employee’s title, you have the ability to set job-specific competencies. So, for example, anyone with the title of accountant could have the same job-specific competencies show in their performance reviews automatically if you set that as one of the levels that you want in that performance reviews. So, again, this is just an example. These are configurable.

(20:16):

I have where I’ve pulled in goals into the performance reviews, allowed for remarks. Leadership potential is going to be done based off of a rating scale or these leadership questions that the supervisor would have access to. And then these are just yes and no. Recommendations can be added. And even development plans, again, completely configurable. I’ve added training resources here with links to training. So, this could actually launch directly into say, learn and grow, another product that is available at your disposal. So, very dynamic with those performance reviews.

(21:02):

Now, you’ll notice that at the bottom here there is a black ribbon. This is where all the information is going to be housed that’s needed in order to do that review for say the employee or the supervisor. So, they’re able to come in, see the job description, and that’s going to pull right from isolved core HR. Any feedback that’s been given throughout that performance review period is going to show here as well as all the notes that have been taken. So, again, one place to go keeping the supervisors and the employees more efficient and productive when it comes to completing those performance reviews. Past reviews can be out here as well as those 360 reviews that can be built within the system. This is an example of a 360 review that the supervisor has access to. So, now the supervisor can see how this particular employee’s peers rated it.

(22:03):

Now, one of the benefits of the 360 reviews is not only can these be done internally, but if you want a 360 review to be sent outside of the company, maybe you’ve got customer service people and you want to send a 360 review to some of their clients, you can send that out through the system to those clients, have them fill out that 360 review, and then it’ll be brought right back into the system, and aggregated along with the other 360 reviews for this particular employee. So, again, very dynamic in what you can do with the performance reviews. And it’s going to be built out based off of your needs. So, keep that in mind. I’m showing you a lot of bells and whistles, but these will be built out based off of what your needs are.

(22:55):

All right. Now, a couple other things that I like to point out and I said I was going to get to is that one of those is the reward store. So, again, two different sections and you can have both sections or you can just have one. I’ve got both where I built out a company store with the company swag that those points can be used for, as well as a reward store. And you get to pick and choose the different categories that you see here that you want displayed. Most of our clients love the digital gift cards because now they can download those right to their phone as they go out to those merchants, they can just pull that up on their phone and pay for it. I’ve done that numerous times, especially at restaurants. So, it’s a way to reward those employees, keep them engaged, let them that they’re valued within the company.

(23:48):

The other thing that I want to point out here is the organization. Within the organization, there’s a directory that’s going to be built out within the solution. So, this is going to pull the directory information from isolved into the performance section here. So, now you’ve got that company directory reporting charts that can be pulled up, as well as departments. As you click on an individual employee, that will take them into the profile, and you get to determine what you want your employees to be able to see here. From basic information to employee information. Again, it’s all configurable. So, if you don’t want birthday out here, especially with the year, then that can be hidden from everyone.

(24:40):

All right. Now, one of the things that I want to point out, going back to the performance reviews, is at the organizational level, the solution allows you to stay very organized when it comes to monitoring the progress of those reviews. This is an example of an organizational dashboard. So, right from here, you’re going to be able to see where everyone is in the process. From sign off pending, to signed off, to not started, as well as pull up those reviews for individual employees right from here. There’s also, as I mentioned, reports within the solution. So, again, a great way to help keep you organized with that review process. Now because we don’t ever purge within the isolved solution, you’re going to be able to pull up any of those performance review cycles. So, remember the cycle is the performance review period.

(25:39):

So, I’m going to come down here to one of my cycles. I’m going to pull this up at the organizational level and keep all the departments in all the locations. Now once I do that, that nine box is going to pull up at the organizational level. Along with ratings, distributions, and if you have any supervisor or HR recommendations that are part of that review. For example, a supervisor recommendation could be something along the lines of they recommend the increase for the employees. Those will also pull up and charts and can be output to Excel.

(26:21):

So, all that type of information interactive here. So, want to see the consistent stars in your company, just click on that box and now it’s going to pull up in just a second. And it says no results found. Not sure why that did, but it should pull up those employees. So, interactive there to be able to, again, see those employees that might need further development and those that could be potential future leaders within the company. So, a lot of different tools at your disposal that are going to be configured based off of your needs to help engage the employees in the company culture, as well as their goal and performance areas. So, with that I’m going to turn the time back over to Brenley and we will continue with the presentation.

Brenley Draper (27:25):

Okay. Will you let me know if you can see my screen?

David Braby (27:28):

Yep, it’s there.

Brenley Draper (27:31):

Okay, perfect. All right. So, we have included a visual of isolved’s People Cloud in which you can utilize isolved’s innovative technology to stay competitive in the marketplace. isolved’s People Cloud includes a nice responsive web design, a bi-weekly release cycle, continuous development updates, and a true multi-tenant database. All right. And I will pass it over to you, Jeff, for the questions.

Jeff Plakans (28:07):

Alrighty. Quite a few questions actually. Not unusual for this presentation. One of the things that we find is when we deploy, Share & Perform or when we present it, we find a lot of organizations that have never used anything like it. And perhaps they’ve had performance reviews. Usually that’s a manual process. But they’ve never had an engagement system like this that’s so multifaceted, so it seems overwhelming. One thing I did want to mention adjacent to David’s presentation and what Brenley had to add, was the fact that at Commonwealth, we’re adding not just the ability to leverage and deploy Share & Perform, but to add additional services beyond just implementation. We have a series of managed services along implementation from our HR experts that will allow you to put best practices in place in the use of Share & Perform and within your organization, not just around performance management, but around things like employees giving and getting feedback from employees and whatnot. So, I felt like it’s worth mentioning.

(29:22):

Why this is so important to organizations is really, really simple. And that is over the last bunch of years, we’ve had employers come to us surprised at how many employees they find themselves losing and they don’t know why. And the reasoning why is because there needs to be a very proactive approach to helping employees develop within your company and demonstrating a long-term career path within your company. And if that doesn’t exist, in most cases they’re not likely to stick around because they’ll be going to places where not only that’s more obvious, but there’s clearer engagement and commitment from the employer. And so, deploying Share & Perform is a good way to do that. So, with that in mind, we’ve had a number of questions on some of these things. Some of them are very basic, some of them are not. The first question that came up, David, was what’s the difference between a performance review and a 360 review?

David Braby (30:23):

So, a performance review is typically done, maybe the employee’s doing a self-evaluation or the supervisor is doing evaluation on the employee. So, it’s more of that direct performance review based off of what the employee’s done. A 360 review allows the employee’s colleagues, so their coworkers, to rate them. And those 360 reviews can have different questions. Maybe it’s a question based off of what I know about this employee. It could be a recommendation or it could be what’s something that they’ve done in the past to show leadership? But it’s the ability for the coworkers to rate that particular employee.

Jeff Plakans (31:14):

I think, correct me if I’m wrong, but it goes beyond coworkers. We could go externally to someone who engages with that employee as well. Correct?

David Braby (31:23):

Correct. Yeah. And I pointed that out in the demonstration where you can go external. And that’s one of the advantages of those 360 reviews, is because it doesn’t have to be just internal folks, it can go external as well.

Jeff Plakans (31:42):

Thank you. So, the next question was can we tie the goals that you create into the performance review?

David Braby (31:51):

Absolutely. Yeah. And that’s typically what we see done, are those goals are part of that performance review. And those can be pulled directly into the review as I showed you earlier. So, that’s again, one of the key advantages of this solution is, not only are you engaging the employee as part of that goal, the goals that have been set. And those goals could be personal goals that the employee sets for themselves, but they can also then be those company or department goals that are going to be part of that performance review that can be pulled in.

Jeff Plakans (32:33):

There was a question. Well, there was more than one question around tying in the feedback during the performance review. So, would you mind doing me a quick favor? Because there’s a couple questions related to this. Could you go back to bringing up the ribbon that’s on the bottom during the performance review? Because I think that’s really critical. What David’s going to bring up is he’s going to show us within the performance review, all of the things that come up, we’ll call it through the rest of the year or the rest of the performance period. In the review, being able to then, okay, I’m the employer or I’m the supervisor going through the review. Perfect. David, take it from here.

David Braby (33:23):

Yeah. And so, this black ribbon. Again, and this is based off of say that supervisor going in and having goals out there for the employee. The supervisor going in and maybe requesting feedback or feedback being shared with the supervisor on this particular employee. So, you can see this employee, Aldo Klein, supervisor is Tom Andrews. So, there was some feedback that was there. Feedback from another person, Jessica, on Aldo Klein. So, this is the type of engagement that you’re going to see with this solution, is the ability to come over here, share feedback about someone, and again, you’re just searching for them by first or last name, putting in that feedback, selecting a category here, what it is. So, good work, development, action required, and then choosing from feedback categories that will be built out based off of what you want here. And then as that feedback is given or received on that employee, that shows here in the ribbon.

(34:35):

So, as that supervisor is doing that performance review and going through those competencies, they’re able to come down here and just copy and paste some of those comments and apply that to the performance review itself. Same thing for the notes. Any notes that have been placed in here, this would be notes about this particular employee by the supervisor that they can reference then when they’re going through and doing those reviews. Documents can also be uploaded in here. I don’t have any documents. Past reviews would show. I don’t have any past reviews for this employee. But then those 360 reviews, too. And remember these 360 reviews can go externally and then that supervisor’s able see the aggregation of those. In this case, the rating has been done, as well as comments have been added for each of those that did. So, Dana did a 360 review on Aldo, rated him for this particular question, and so forth.

Jeff Plakans (35:47):

Thanks [inaudible 00:35:49]. One thing I do want to note as well, there was a question on this, the section that David pointed to called documents. So, for organizations that have done performance reviews but don’t have a system like Share & Perform, perhaps what we see oftentimes is that there’s a number of performance reviews that are either on Word documents or PDFs that they have an employee in an employee file or maybe in an employee document folder somewhere.

(36:15):

What we can do as we bring someone onto Share & Perform is, we can bring all of those old reviews, previous reviews from years past into that document section for the employee. So, if you’re an employer or you’re a supervisor, you can access those past reviews in that document section, even though they weren’t done within Share & Perform. And then of course, as you have years, or not necessarily years, but multiple performance periods, those will be in the past reviews section, those will add up over the years. So, the key is to put all of the information that you need at your fingertips for the supervisors they can do the best review possible, similar for HR and anyone else that might be involved in that performance review process. So, another question, David. James was confused about the difference between goals and key results. Can you dive into that a little bit deeper?

David Braby (37:16):

Yeah, yeah, absolutely. So, a key result is like a step that the employee is going to take in order to achieve that goal. So, let me just pull up one of these that has that. Then I think it was this training guide here. So, here’s the goal. Create a training guide for my team. This is what this employee is going to do, the steps that he’s going to do in order to do that. So, service rules and regulations going to develop those going to implement rollout procedures in order to create or to add up to the creating that training guide. So, really this is just step one, step two, step three. So, it’s helping the employee organize how he’s going to accomplish that overall goal. Hope that helps.

Jeff Plakans (38:13):

For those of you that are looking at this and wondering, “Oh boy, that’s pretty granular.” Remember when you’re trying to achieve something large, like increased company revenues by 50% or whatever, it does not all done at once. How do you would eat an elephant? Well, one bite at a time. So, this is the same approach on an individual level, then rolls up to a department level, then rolling up to the organizational level. One last question, David. On the surveys, can they create their own questions and answer methods? Is it like SurveyMonkey or are there preset questions for surveys?

David Braby (38:59):

No, no, you set your own questions and answers as well. As I showed those responses could be multiple choice that they choose from. Star ratings could build matrices. So, it’s very dynamic, a lot like SurveyMonkey where you’re just going in and you’re individualizing each of those surveys.

Jeff Plakans (39:20):

All right. Excellent. Well, that looks like all the questions that we’ve had for the day. So, David, thank you so much for sharing again. And I think Brenley will take control of the presentation back again. Again, a few things to consider as we are getting into the tail end of our presentation here today, and that is that, remember if you want to know more about Share & Perform, you want to get into a more interactive demonstration that’s more specific to your needs at your company, or you want to learn more about Commonwealth services, not just in putting Share & Perform in place, but in terms of some of the services that we can layer in alongside of Share & Perform to get you some performance management and employee engagement best practices, just go ahead and get in contact with either your account manager or your customer service and support specialists.

(40:19):

Remember, this is all about Share & Perform is all about building your big workforce out to be the best that it can be. We know that turnover absolutely kills companies, not just from a financial perspective, but from what it means to the overall culture of the company. We see and have successfully deployed Share & Perform in many, many cases to be able to be proactive about that and to take more command about that. For us, we see that that’s part of one of the steps of being the best employer that you can be or what we call being the employees. So, we thank you for joining us today, again for your lunch hour. And we look forward to seeing and talking to you more about Share & Perform very soon. Thank you very much and have a great afternoon.

David Braby (41:06):

Thanks, everyone.

Jeff Plakans (41:07):

Thanks guys.