Gen Zs Vs The Workplace | Exclusive with Trizah Nguli

We even don't know why we were there. >> Mhm. >> Like we were just there >> just for the formality >> just because now we have to be assessed. >> They we have to we have we need that log book. We need that report. It's needed in the school. >> But basically like I don't even understand why why like I was just there. >> Mhm. >> Take >> sit file this seat. But now you have to be there. Actually it was 8 to 5. >> Mhm. >> Yeah. So, >> so now they're preferring maybe to go with what they are interested to do rather than to do the formal the form to go with the formality. >> No, no, no, no, no. I think we're just questioning how the things are done. >> Uh-huh. >> It's just we are just questioning how we are doing this. As much as the employers benefiting, >> we also need to benefit from it. Like we just can't waste >> a whole day. >> You can't just sit doing nothing. >> Just sit doing nothing. You know Kambbo. >> Mhm. In Octamboo they used to term as working hard >> is working for many hours >> like you being in in the office from 8 to 5 and then even extending even having an overtime. >> I think they considered it as >> but in real sense no like you can just be there and you're doing nothing >> and that's true like why are you there? >> Mhm. >> So just I think we just questioning how things are just being done. M >> and I think another thing is they're going with appreciation is equals to what amount of work I'm doing not really overdoing it then the appreciation that I'm getting is not comp not enough compared to what I'm doing >> I think there's a way to put it >> maybe now talk about like um that is a child you've interacted with some of these candid maybe people coming in they want jobs and all that But what the what are the recruiters now looking for before even they hire a Gen Z and say okay we are going to take this Gen Z as our next maybe talent so that you can you can develop me or >> what are the recruiters looking for first we need to first recruiters have to see like you have to go to school >> first you have to you have to have that degree that diploma so of course education is key >> and then how they see how you present yourself >> matters a lot. >> Mhm. You've not seen Jenz coming to interviews with sweat pants you >> like serious interviews. >> Yeah, >> they just show up. I mean >> I've seen I've seen a clip where I got there >> actually she she was doing some interviews then there was a guy who came just dressed casually. >> Yeah. >> And he was thrown out of the office. Nana this is not how you dress when you go for interview. But why do you think Jenz's are so free to do what they what they like? We've seen just yesterday, I think a week ago or so, this clip of this lady was complaining about Jenz going to town with just their pants with the croc. But what do you why do you think Jen's are so free with doing anything they like? >> But I mean if you're coming to town >> but like this these other generations sit always a very big place to come. >> Do you know back then it was really >> Yeah. during their time it was but now as we can access the any time >> so like you can just show up but in terms of in terms of interviews >> Mhm. I don't think you can just show up. But even it's not even it's not even only I've seen even people come to the interviews >> they even show up even without their documents >> and then you're like >> really >> yeah where your certificates they're like >> look I mean it's not it's not it's not even >> they just see everything as cash. >> Yeah. Every I mean it's how you brought up actually it's it's how you brought up. So some things it's just how you brought up. >> Mhm. Yeah. >> Okay. Let me get to the comment section before the conversation. Of course, we ask you about what do you think is dumb or should you shouldn't do. So, comments. Let me see what people are saying. We have Thank you so much. Then another one is Master Farming. It's a corn is a corn gardens. Then we have Alibaba, Ezra Moist Bridge. Then Sam you thinking and any idea is dumb on the views of the Jenzi. Then you have Fidel Bridge watching then Sah. Thanks for the update. Okay, then we have now get it back to the conversation. I think we are talking about how Jenzi are very casual even in workplaces even even when they're conducting themselves out there they very casual we have seen um I think they have adopted in a way that they have seen what millennials used to do then maybe it failed >> I cannot go to the cannot go with the same path I want to try something different do you think that's something unique about Jenz Amina create that type of stubbornness >> no I think it's something unique I mean we are just learning from Mr. mistakes. >> So if the mistakes like just the way we say just the way our parents tell tell us like the mistakes that they did they wouldn't love us to do. So like the mistakes that other generations have done >> and we've seen what >> what the consequences have been would not love doing. So like we're just trying to learn from the other generations. >> Yeah. Now maybe now getting back to the point that you were talking about now genes what rec recruiters need from genesis before they even employ them. Now I just want to get to know after employment now what are the genesis demanding in the workplaces that millennials did not really demand back then maybe they saying what are some of the demands that microwave >> uh I think it's just the normal demands like >> they just need to be had the the communications agencies are so not okay I won't generalize it but Most of them are terrible with communication. >> Mhm. >> Like they can like they know they're in traffic. >> Mhm. >> They know they'll show up late. >> Mhm. >> But they won't they won't tell you. They'll just show up at 10:00. >> Mhm. >> And just when you question them, they'll be like, "But there was traffic. >> I mean, I live in Tika." >> You need to understand. >> You need to understand there was traffic. I live in Thika. But the communication like they they didn't they don't communicate prior. >> Yeah. They just come to explain when they are there. And that's something that most of the employers are questioning. >> Mhm. >> And in terms of that now, everyone now thinks jenzes. >> Mhm. >> Can't communicate. All jenzies are the same. >> Again, when it comes to if they they find themselves in a workplace and they're not comfortable, >> you know, they can just resign anytime. Me, I don't know how people operate. You can just wake up and just say, "Hey, >> let's just be like, why didn't you show up to work?" >> Mhm. >> I mean, >> what do you what do you expect me to do? >> But why do you think they they can they have that type of guts even to do it? Because let's say you just wake up and say, "Okay, I'm quitting my job." Then you're quitting your job, but you don't have maybe a next plan to do it. What do why do you think they have such guts? >> Me I think most of the genesis that do that >> they they live with their families >> mostly and most of them are well off like they are funded by from from their families. >> So like if they quit I mean they're not paying rent they're not paying any bills they just okay >> I mean they were just doing you a favor to be there. So >> that's what they say. M >> so if I mean they say they cannot like like that's their peace of mind like you won't torture them and they can still go home >> back to their parents and >> and I wish >> and they have been leave even before you. Oh, >> that's what they say. >> Maybe maybe I I saw a clip where someone was complaining about you went to a job interview and then um job interview panel I think a panel about eight or six people just interviewing him. So the question that he was putting up was about 30,000. >> Yeah, I saw that. Yeah, I saw that. I saw that. I saw that the person was saying So what do you think baby when you talk about respect in workplaces when you talk about how you should conduct yourself in workplaces compared to what you normally used to maybe when your boss told you to to to do something I say okay then your boss told you this what you are going to pay you thank you so much sir but right now you you get to a point where you can even question about my salary why are you not paying me this amount of money. Why have we how have we gotten to that point? >> No, I think it's just it's it's just how how things are like I mean >> if I came to the organizations you guys hired me and told me my salary is 30,000 >> and then on the way >> someone maybe leaves the organization >> and all the responsibilities that they were doing they assigned to me. >> Now how am I not questioning that? Mhm. >> I mean, so I work with the same salary but extra duties. >> No, that one can't happen. >> I mean, it's not in my GD. >> So, I have to question that. >> But you know, you see now the older generations now used to term is they term it as >> they lose their work. >> Mhm. >> They can't question. Maybe they'll be in bad books with their bosses. >> But you know, a reality is a reality. >> So if you're assigning me more duties >> Mhm. >> then they come with a salary increment. Mhm. >> If not so then you just hire someone else >> to do the job pointing on that let's talk about what uh maybe when you are you are employed what you expected to do then let's say in a scenario where uh you have given a phone maybe a work phone >> then of course your normal hours is 9 to 9 to5 it's past 5 then the the phone already it's ringing that you should should you pick the after calls after you've done your Should you pick it or is it not being enough? >> No, I think it depends with the nature of business. I mean, if you guys operate mostly and you have clients calling, >> I would pick for me I would pick. >> Mhm. >> But if calls if it's just past 5 and I'm still in the office and then the phone is ringing, I mean, why would I not pick? I mean, it's business, >> but now I can't be picking calls at 11 Mhm. p.m. at 1000 p.m. >> Now that one you now now you have to hire me out to work. >> That's a night shift. >> But depends with the nature of business as well. Like if you guys are operating that way, I think >> I mean why not? >> Mhm. Now I've been to places where the nature of business doesn't really apply where we say okay we are closing at 5. But normally you don't they don't close at 5 cuz if a client calls, you must pick the call. You must engage the clients. Then you must even respond to them even what they need. You must you must follow up on what they need. But you think that is exploitation maybe to the to the worker. >> Mhm. >> You are not even being compensated for >> working over time. Yeah. >> Mhm. >> I think I think let's just I mean if you if you signed up for 9 to5 >> just stick to the 9 to5. But if you're willing to to continue and be there I mean let it be that's willing to do that. >> Yeah. Because I mean >> you if you choose to do it and you're doing it willingly I mean now that's that's up to you. But if you choose to be 9 to5 then just let it be 9 to5 even the employer knows it's 9 to5. >> Mhm. >> Yeah. >> Now Jenzi now they have they've taken another culture apart from that now they have taken another culture called the side hustle. >> It's still workplace but you still have you're running by business on the on the side. So as an employer as an HR or people as a person of inter interacted with some of these employers do you think uh and the employers take that as a threat or really they they take it as a something to even to brag about say okay my my my employee does this on the side which is really good something good to see at least it's what he or she is hard working so did they take as a threat or something even good >> if if what you're doing >> and your your job. >> Mhm. >> It's if it's if what you're doing is not affecting your job. >> Let's say let's say uh maybe you're in um let's say uh let's say a graphic let's say a graphic design company >> then on the side you are doing the printing type of job. >> Like you are doing it's like correlating on what you're doing on the on what you're doing on your job and what you're doing on the side as well. >> But are you poaching clients? >> Maybe you're poaching from the from the from the from the business from the business itself. I mean now if you're pushing clients I mean that one now would be a threat to the business. >> Now what's the best how can I challenge that in that scenario? a scenario where I mean >> uh you just call the employee now if now you're aware that the employee is doing that I think you can just sit down and have a conversation with the employee if they are just willing to continue working for you >> or you should just let them go because I mean if they approaching the clients and if the businesses are related >> I mean that's a threat to the organization honestly. >> Yeah. Now let's say back now to to side hustle type of business. What do you think the best way for agency to operate a side hustle still operating in a company doing the work? Do you think the concentration should is still there or should it's split between what I'm doing on the side and also what I'm what I'm offering on my job. >> Mhm. M now if if maybe you're working from let's say you're doing a 9 to5 and then you have a side business >> and I mean most most of the people that work 9 to5 trust me they finish even work before 5. >> Mhm. >> Like by the time you're going for lunch >> some people are already done in their work. I mean if you can manage that >> then you can still be you can still have time to with your other job. >> I mean if if you sure you can balance both. If you can balance both, I think I mean it's a good and I've seen a trend online that says that 9 to 5 is broke. >> Yeah. >> Yeah. Yeah. It's just >> But do you think that's an assumption of the past really? Do you think people are even enjoying the 9 to5 type of job? They are even getting a good life from 9 to5. I mean if you if you have a good employer >> and if you have a good manager 9 to5 is good. >> Now it becomes a problem when the work they're working there. >> Yeah. >> Yeah. Now talking about a work overload that's a good point by the way talking about work overload. Maybe you have seen even there was a graphic where even a data analysis where they're saying a lot of Jenz's right now in Kenya they are suffering from mental uh mental health because of work overload and also working for more than like they're working a lot working for just training in work just to simplify straining in work and also getting the mental illness do you think is something should like should be really checked on >> I think I think most people are really struggling dealing with that mental mental health and >> that's why you hear many Jenz say me I just woke up and quit because it's not well my mental health >> so yeah I think it's something that should really be addressed >> it's something that and it cuts across >> now as an HR maybe you're in a company you're in a company the amount of work that I'm doing really is affecting me mentally so what's the best way to approach it do you say what I complain keep doing your work or do you say, "Okay, take a break. Don't do this." Or do do you report it to the manager and say, "Would him out?" >> No, no, no, no. I mean, if if it's if it's really draining you, >> I think it's just best you take a break. >> Mhm. >> If it's if but if it's not something that maybe it's urgent, has maybe deadlines. >> I mean, you can just always take a break. Mhm. >> And that's why that's why in many organizations we have that break of 1 to two. >> Mhm. >> Yeah. And it's it's very good actually. >> Like you see most people you find most people seated 1 to two they are still working. I mean just take just take that break. I mean you'll be back at 2 to 5. So I think taking those breaks is also healthy. >> Mhm. >> Yeah. And do you think maybe even taking longer breaks can help like giving them maybe a two week leave even a one week leave just to clear the mind of >> but you know but you know everyone is entitled a leave right >> in the employment act so you can just ask them to take a leave >> I mean it's it's part of their rights >> you can ask them to take a leave. >> Mhm. >> Yeah. >> Now let's talk about a company that's working with a lot of jenzies. You have seen some some implementing the way that the culture of Jenzi where okay you're going to do what you like you're going to to carry this company the way you want you want to cuz you have seen let's say in your company you're the HR or azi then maybe a person below you as a jenzi also maybe even 10 or so in a company so you working together do you think the company will thrive or will go down because I think a lot of people associate jenz as more innovative and others associate jenzi as more lazy Mhm. >> So far, what do you think? What's the best way? Do you think you should employ more people, more Gen Z or employ more experienced people, let's say millennials? >> I think I think I think you should just mix them up. >> Mhm. >> Do you think they work together? Really? >> They can work. >> I They can They can actually work. >> They can actually collaborate so well because millennials are strict. >> Mhm. >> Genzes are very genesis are very innovative. >> Mhm. And when it comes to things like ideas, >> they really have crazy ideas and the millennials can put them in line. >> So yeah, I think they can really >> collaborate so well. >> Mhm. >> Yeah. >> And work maybe what's the bridge between these two generation cuz that's the thing that have been talked about. Where do how do you think they can correlate because one generation is more uh more goal oriented than the other generation is more of innovative and do let's say a risk taker want to do something different want to try and do we're saying now this there's a gap here let's do it in this certain way let's take a risk so that you can achieve the goal but the other one as a strategy we we are supposed to do this and this and this so that you can get the goal so how can you make these two generation work together >> I I mean you see >> I think in every organization >> we have the rules and how work operates. >> Mhm. >> So every I think every organization have their own rules and how everything operates. So now it's up to you to just know how you guys will fix yourself because now the employer doesn't want to know. You guys are the ones who are in the ground. M >> you guys have to know how you love to solve your things, >> how you love to work together, correlate, collaborate, and just keep things going. >> Mhm. >> Yeah. >> And as a as an HR, maybe have you ever found yourself in a situation trying to to to sort a conflict between the two? >> Not really. >> Okay. So, let's let's say I'm just trying to picture a scenario where Aenzi has come to you. I told you Mr. H. I think uh the way I've worked for maybe a few a few years here I need a raise or I need uh I need to to be put somewhere higher. How do you take that scenario? Do you say okay relax cool call your your tempera let me think about it or do you do you take it in consideration? >> No but you know you know we have the KPIs the key performance indicators we have the performance appraisals that are are done yearly. So I think that's that's what puts you if you need a salary review, if you need a promotion. >> No, it's up for it's up to the performance appraisals. >> And if you've ticked your KPIs, >> yes. >> So it's not uh it doesn't depend on what you're feeling at the moment. >> I know no. >> It must be what you've done through. >> Yeah. We need to see the work. We need to see the work. Yeah. You have to put in the work. >> Mhm. But do you think let's say in this new workplaces you are talking about in the morning you're talking about the new technology the new the need of upsklling the need of trying even not only getting a graduating or getting that certificate getting that paper then you're saying okay enough I need to get a job but do you think for this new generation there's that need not even not only the new generation even the other generation there's that need of upskilling even uh of course with the AI technology I think it's everywhere. Do you think there's that need even for the new generation to adopt that type of even the learning culture? >> There's an urg because you see things are changing and AI is also taking over like you just have to up your game >> like you just have to make sure >> you move. >> Mhm. >> As things change, you need to know how you how you maneuver around. And you'd be surprised like many people like many people online are saying many people online say like they can't do this. I mean me I'm too lazy for that but ground >> I you are alone >> we go you go for these interviews >> you just think at you're showing up with your degrees people have gone extra miles people have gone further >> just for themselves to just gain that knowledge so I think it's always advisable yeah >> so do you think maybe the with social media we talked about social media but with social media do you think people are being crowded by what others are doing really. But there are people deep down doing it differently. Even putting the work, going to even more length of even let's say let's say even a small thing as a certificate. You're going to even a more length of even getting another certificate. But ground okay there's no need there's no need to keep going to keep reading. You know, it's, you know, it's just the same thing that used to happen even in school. Like you'd be like, >> but deep down like when the when the results come, you're like, wait, that's how it is. People are just here lying. No, no, no. Me, I can't do that. >> Me, I can't take that job. >> No, it's not for my for my peace of mind. No, >> but ground. >> What? >> Mhm. I do think it's affecting a lot of people cuz know there are people who are consuming what they hear on social media from their fellow Jenz but not really what's happening on the reality. >> It's really affecting a lot of people to be honest because even most of the time even even the influencers they'll just be here saying >> I can't do this. I want to do this but themselves they are doing it and then they trying like >> as we're just listening to them >> and then you're like I mean if they're not doing why are we doing but it's really affecting people it's really affecting people. >> Now uh talking about social media of course social media comes with the type of influence type of peer pressure on mostly mostly the new generation is being affected a lot by the peer pressure they see on on social media. How does it relate on a workplace? Maybe someone has come to you and I find the same thing but he's doing well off then an attacker the same he's demanding or she's demanding the same. Do you think uh the thing about social media and peer pressure is affecting even the workplaces. >> Mhm. I think it does but I think I think social media it's how you take it and social media it's what you consume. >> You see even even in Tik Tok you have that for FY. >> Yeah. like that's what you consume and even when you when you're trying to install an app or log into an app they ask you what you prefer >> what you what you need to be seeing what you need to choose >> so I think it's it's what you consume >> Mhm. >> it's what you consume >> and how you take it now it's up to you. >> So I think peer pressure depends with how how you take things on your end what you consume. >> Me there are things that would never bother me. Mhm. Yeah. >> I think it depends with the person also the personality of the people. >> Yeah, it depends with the personality. I mean, there are things that would never even bother me. >> But you know, not everybody pictures like that. They say, "Okay, I want a lifestyle like that." But you know, you must put the work. I think that's why people are getting it wrong. That's why they saying, "Okay, I cannot do." You have he had someone say on social media that doing a 9 to 5 job is not really paying enough as a fin trading >> and then and then and then again our generation needs to they just want to get rich and wealthy first like they they don't even care >> or they'll get there but they just want to like I mean if so and so did this >> they bought that I think I need that but you don't know the work that they are putting in. They'll show you the results but those people are not showing you the work. Yeah. They're not showing you the work they put in. They behind the scenes. It's still hidden. >> Mhm. >> Yes. >> So that's where the new generation is getting it wrong. >> That's now where we getting it wrong. Honestly, >> maybe as a nature, maybe you've worked with this generation. Maybe what's the best advice you can give them maybe about let's say about upscaling. You're talking about upskilling. The lady was talking about try and not only focus on on what the purpose you have. you have already let's say you have a masters you have a degree in doing um let's say even media but don't focus on that degree a lot >> focus on upskilling what skill do you have do you think that's the thing that the recruiters even the you are looking for right now >> that's true like I mean you already have that degree you already have that masters >> just focus on what you don't have focus on what you need to get >> I mean you see >> every day like we live to learn we live you have to to have a new skill >> Mhm. M. >> So just focus on what you don't have. >> What you already have >> it's already there. So like we need to look for something that you don't have already. >> Mhm. >> Yes. >> Now maybe talk about um let's say when you're looking for the that skill that type of skill that you need so that you can achieve that job. Talk about uh what else do you think the Gen Z should have apart from skills. You know we we've been talking about you need a skill, you need a purpose but in reality you're not employing people with purpose alone. You're employing the skill. Do you think now that that is a demotivating factor to the Zenzi when I say okay why should I go to school but this certificate while I can do I can start content creation then I get the same job that you that you're doing. So do you think it's a function? I think that part that part alone of having a lot of people that are not employed itself is also demotivating. Like even you hear even most time when you graduate and you hear people say >> that itself is also demotivating. But I mean there there are there are a lot of things that someone can do >> besides even being employed. Even before you even get into that employment, there are skills even you can just start learning like just like just always be ready like you you never know what awaits you. >> Yeah, >> always be ready for anything. It's a good point. I'm not talking about um unemployment talking about even the the the market places, the job places and how it looks right now cuz I think it's way overcrowded compared to what they Yeah. Do you think uh that's where the maybe the millennials get it wrong? They're saying uh nyu you're not putting the effort to get the job but maybe during that time it was easier compared to right now right now there's a lot of competition there's a lot of requirements that you need so that you can get a specific job. Do you think there's that type of >> uh you know we we've been raised at a time where we can access things easily and most of most of the genes out here >> Mhm. are graduating every day. People have those papers. People people are just making it. People are just graduating every day. Compared to those days, you know, degrees were few. The diplomas were so few. So having a degree, having a that diploma was a hot in the in the market at that time. But right now, everyone has it. Mhm. >> Get so you find many genesis in the organization because we all of us have the qualifications >> beside and your time your time was different. >> I mean you didn't have that. You've seen even organizations where millennials have grown from being the customer went back to school you came went to the HR assistant move to the HR officer HR manager >> like a progress >> a progress a progress >> so do you think the new generation want that I want a pop >> no the thing is not just >> you want to be you have to be the senior but do you think maybe it's about not only the not only the standards that are that are being put place by social media people doing social media but do you think about the high cost of living that is right now do you think it's also affecting what the demands are for Jenz in the in the workplaces >> mhm the cost of living it's really affecting >> even not even not even jenz like everyone everyone is being affected by the cost of living I mean everything right now >> the prices are crazy >> so yeah I think >> it's not only the the the the amount of pay that you are getting. So the cost of living is also affecting what you're demanding. But maybe maybe now finish up cuz I think the time is not really on a side. Let's talk about what a Jenz can describe as an ideal boss for them. Let's say >> what what can really they describe. But before we do that, we're talking about Jenz's in workplaces. We're getting a lot of insights about what really is happening in these workplaces from Charel who is a Gen Z also. So the she was say talking about how jenzes are not stubborn they are not lazy rather they need to be understood more they need even to have that type of peace when they're doing their job but I just want to get your opinion on what's really an ideal boss for a jenzi >> I think every jenzi just wants that boss that they can just they're just free to talk to >> like you can just be like you know this and this is happening Mhm. >> I think I'm not okay. >> Mhm. >> I mean, like someone you can just have a conversation with, like if you get into that office, if you get to that workplace, like you don't feel tensed. >> Uhhuh. >> Like you don't feel that >> they don't want to feel like they are still in high school. >> Exactly. Like you don't want to feel like No one wants that. It >> feels a safety. >> Yeah. Like you just want peace at work. You just want to be relaxed, >> have a normal conversation with your boss like with everyone. >> I think that's that's that's what we want. >> Mhm. >> Yeah. >> Maybe what one word that maybe the bosses there, the managers, they are describing Jenza as right now. Is it stubborn or they describing them as innovative? >> Jenz are innovative. >> They're innovative. >> But they they can be stubborn if they choose stubborn in a good way. >> In a good way. In a good way. Yes, but they are very innovative. >> Mhm. >> Their minds are so we just have good minds. We have good brains. >> Yeah, that's it. >> Okay. Now to just finish up maybe what is the what can you tell maybe the employers out there this your camera? You can tell the employers out there about Gen Z the myth and all misconception they have about Jenzi or even you can tell the the new generation the Gen Z's about what they expect when they are going to these workplaces how they should conduct themselves or in these workplaces and how the the respect on all the order runs in the workplace compared to what they used to or what they anticipate the the assumption and the reality. >> Mhm. >> So to the to the employers >> we are good people. M >> we we have good brains. We are very innovative. >> And uh just just being just just having a few genesis that >> have some certain characters doesn't >> doesn't make all of us >> fall in the same pole. >> Like some some of us are different. >> It's just that we're just carrying the name. >> Doesn't just generalizing. But >> you're good people. I'm sure you have good we have good people out there like we just have good people. It's just how you brought up. >> Mhm. >> That's it. And then >> to the to the GenZ's themselves. >> I mean if you're looking for that job, just be be presentable, >> have those papers, go to school, learn, have that skill. Just be ready. Always be ready and prepare for what you don't have. >> Mhm. >> Yeah. >> Strong tech. prepare for what you don't know cuz I think the what the expectation is plus the reality what they get there is way different but the the main topic is the main point here is uh prepare just be prepared enough upk very important >> in in this our country >> just prepare for anything >> yeah just always be ready our country just wake up >> and also don't be in rush to to get to that point where you must start somewhere >> yeah no pressure a day at a time there's no pressure >> but also or maintain respect in the the workplaces because for for the for your bosses, for your managers, everyone need >> respect is key. I mean, yeah, respect is key. >> Yeah. Thank you so much for the for the insights. I just going to to end it at there, but you can just tell them what they can get you on social media or if you have anything else, you can just add >> um on social media trees, LinkedIn. >> Mhm. >> So, yeah. Yeah, that's all. >> Instagram, >> Treza. >> Trees. Tik Tok every >> Thank you so much. I had a lovely conversation with you. But we're going just because of time we're going to end it there. But thank you so much for to our viewer out there for staying from 7:00 a.m. just about 2 minutes to 10:00 a.m. But thank you so much. We going to take a short break. But remember programs are still there. So make sure you stay tuned on Y254 channel. But for now it's a goodbye. My good name is James John. I watch for channel at James and of course at Brad Sapper 101.