Ralph Peterson Housekeeping Academy Show

Ralph Petersen Academy Show

Episode Summary

Hopefully, you understand Ralph’s philosophy that the process of hiring a middle manager to work in the Housekeeping Department is much more than giving them a “ring of keys.”

New managers are eager to learn and assist in upgrading and maintaining their facilities regarding cleanliness and sanitation. First, however, owners and upper managers need to give them the mental tools to do the job adequately. 

Housekeeping Managers have many departments and duties that might fall under their umbrella.

This might include and is not limited to :

·         Laundry Facility

·         Floor Care Program

·         Daily Housekeeping of rooms

·         Cleanliness of public restrooms

·         Cleaning of Offices of Staff

·         Cleaning of Common Ground & Employee Break Room

Ralph has designed different online and in-person training for not just the Housekeeping Department however helps the Administrator to get their CEU Certification.

Ralph can be contacted at info@ralphpeterson.com

www.ralphpeterson.com

Twitter - @RalphPeterson08

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Jerry Bauer
Hospitality Cleaning 101 | Bauer Consulting
Jerry@hospitalitycleaning101.com

Transcript

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PODCAST INTRO: Welcome to “Cleaning Processes with Jerry”, this podcast is dedicated to building an online community of like-minded individuals and businesses in the chemical and cleaning industry. We're going to share ideas, tips, and solutions, and talk about some stories to solve problems and to expand our markets. Please join me as we're gonna try to do this every week. Frequently, we will have a special guest that just might be you. I worked for ChemStation of Boston, run based in New England. I also run the site Hospitality Cleaning 101. If you ever have questions, feel free to reach out. If you would like, we'd also with your permission, answer the question on a future show.

 At the end of the show, I'm going to include my contact information and my guest's contact information. Today, we have Ralph Peterson, who runs Ralph Peterson's management services, including his academy. It's here in New York, but he helps people throughout the country. 

 Jerry: Hello, everybody. Today we have Ralph, thanks for joining me today. How's it going? 

Ralph Peterson: Happy to be here. 

Jerry: Ralph, I've introduced you, again, the name of the company. But can you tell us a little bit more about yourself, because you're involved in a couple of companies in a couple of missions. So if you don't mind, you are a professional podcaster I should have said, you also are a writer. So you've been a professional podcaster I'm gonna let you take the whole space that way. I don't have to say a word and introduce yourself well.

Ralph Peterson: I appreciate it. I gotta tell you, I think the best way to introduce me is not by a company or a title, but just about what my mission is. And my mission is to simply help housekeeping managers be more effective and be able to be more successful. I think we were talking a little earlier, the plight of the housekeeping manager is oftentimes, we promote the best of us to be the person who shows up the best or the person we can rely on the most. And then we promised them because a lot of times we promote people and they don't want to be promoted. I don't know if that's ever happened to you, where you like to try to Battlefield commission somebody, and they're like, I don't want to be in charge, and you're like, please come on, it's not going to be that bad, do like it really is going to be bad. No, it's not, it's gonna be really great, it's gonna be easy. And I'm gonna support you, and I'll teach you everything you need to know. And then of course, they agree and we do the opposite of that. We don't teach them, we don't measure them, we don't hold their hand, instead we throw them out to the lion's den and then in, you know, within 90 days, they get chewed up and spit out. And so it's a really, really challenging situation. And what turns out to happen at the end of that is, we get this really, really, really kind of single minded phrase. And people love these quirky little turn of phrase that just drive me insane. But people always say, just because she's a good worker, doesn't mean she's gonna make a good manager, as if that is the quintessential solve of why that person wasn't successful because she was just a good worker, not a good manager. But here's the thing. We only have the choice. Imagine if you're in a position where you have to promote somebody into a leadership position. Who are you going to promote, the worst of us, or the best of us? Of course, you're going to go with the best of us. Nobody ever goes, oh, you know, who'd be super great at this job would be a great manager. I mean, she's not here today, because she called out again, but she would be an inmate know, if you have somebody who's calling out all the time, you can't promote that person. And so it's always due to training. So that's my mission is to provide educational resources to housekeeping managers, those fantastic people who have agreed to say ‘Yes’ to responsibility as something dinging on my computer. Let me just close it out. Stop thinking. 

Jerry: I know you're in training. That's reason I asked for you to come here today, because it fits right into the process of cleaning. However, you actually were in the industry, not just a trainer, you had your own company, and you've been working in nursing homes practically the whole time, correct? 

Ralph Peterson: Yeah, last 25 years I've been in senior care. So I've been in healthcare. I've been in healthcare longer than that. But in senior care for about 25 years, I've been in housekeeping since I was 16. I've done everything. 

Jerry: I was gonna call you know, for care laundry, you do it all. 

Ralph Peterson: Yeah, but not just that, I mean, just industries. I've cleaned houses, condos, hotels, airports, stadiums and banks, parks. I cleaned up parks before it. I worked at a car detailing where we cleaned cars. You name the cleaning industry. I have been involved in it. 

Jerry: Then how many years have you been in the training [inaudible 04:59]?

Ralph Peterson: Well, that's an interesting question. Let me say, for management training, I've been doing management training for about 20 years in senior care. And I didn't do any management training outside of senior care. So prior to the five years into being a senior working in senior care, I got promoted to a district manager where I was charged with having to find, hire, and train managers. And I didn't know that by the way, I thought when they promoted me to a district manager, they told me, they always sell you the bill of goods, they never tell you the full truth and nothing but the truth to help you got, they never give you the full skinny. They're just like, you're going to be a district manager, which means you're going to be over managers and see, being over managers is a lie. What they mean to say is, you're gonna have to go find, develop, train new people to be managers, because we don’t want any managers banging down your door to be housekeeping manager. And so I remember just really thinking, I was just a few months in, I remember going to my boss and saying, I think you might have picked the wrong person to be a district manager, because I can't find a single person, a single housekeeping manager out there or manager out there that come into the housekeeping, and he just kind of laughed at me. He's like, no, no, no, you have to find good housekeepers and make them into managers. I'm like, how do you make people into a manager? He's like, just show them just, all you have to do is teach them how to do what you do, or if you can just get people to work, like you'd work, you'll be fine. Like, what is that? I mean, if I imagine taking that kind of an idea with eating, if you could get people to eat like you do, you could solve world hunger, it doesn't really work that way. So I really had to start buckling down and going away, not only how do you train a manager, but how do I manage? And why do I make the decisions that I make? And why do I treat some people this way and other people that way? And how do you know how to treat people? How do you know how to show up? And how do you know how to talk and I remember the first thing I did, this was back in 2000, and it was 2006. Because in 2007, I started my podcast. In 2006, I was looking for I started hosting a Wednesday night meeting open to anybody and everybody that I knew. I was in charge of seven nursing homes at the time running the housekeeping and laundry department. And I would put out every Wednesday night, I'm going to be in this nursing home, called ‘Green Mountain Nursing Home’. And I'm going to be in there. And I'm going to teach anybody who wants to know anything about management, I'll teach you because I'm trying to get people to step into leadership roles, housekeepers to step into leadership roles, floor tech, stepping the laundry, people who ever wants to step into leadership role. And I was doing it and I was trying to find videos, YouTube, I was going to YouTube. YouTube was pretty popular, it was fairly new at the time was still pretty popular. I was trying to go to YouTube to try to find videos that I could show during this Wednesday meeting, and I found a video called ‘A fireside chat with an executive’. And I was like, oh, okay, we click on that. So I click on that video. And it is a woman in a business suit and hand to God, she's sitting by a fire. I'm like, okay, this is probably the first indicator. It's not for me, it certainly not for us. And then she starts talking about employee engagement and benefits and how valuable wages are to the employees. And I'm like, what is she talking about? I'm dealing with theft, violence, drug use, people who don't comb their hair. Like she's not even close to being in the industry that I am, she has no light. And if I were to say to the people I was bringing in that Wednesday night meeting, Hey, watch this video, this woman is going to teach us how to be a good manager. I mean, everyone just simply would have shaken their head and walked out of the room, grabbed a free donut and left that would not have been helpful. And so me, and my friend Adam decided that we were going to start hosting a weekly call. And so on Fridays, in addition to the Wednesday meeting, we started having this conference call every Friday morning. And that's what eventually started do. We shouldn't be recording these I don't remember who said it, but somebody's like, you should be recording. These are so fun, so fast, so open and honest about real management issues. I mean, I remember learning having to have somebody literally tell me what it looks like if somebody is on methamphetamines or heroin or alcohol like what is it? They have physical tells like they can't sit still. They're scratching, that puffiness, the dilated eyeballs, like I never looked for that stuff. You have to look for that stuff. And so that's what the podcast was started out a long winded way to tell you,

Jerry: That's okay. Now, on your websites, you get inquiries. Is it normally from an owner or an administrator or an employee? Who normally coming to? Who's your first contact? Who comes to you normally first?

Ralph Peterson: Normally it is the manager. Most managers find me and their number one question is, how do I get my boss to pay for this?

Jerry: Okay, and that makes sense. Manager goes home, goes to Google wants to look up a question looks it up, and then they find you. And folks listening, I have to tell you. My first contact with you was at Sunday night at 10 o'clock at night, I sent you an email. Five minutes later, dang right back, you answered it. There's emails I've sent out five weeks ago. So I applaud you there. So I was on your side as well. So most of the people are like a supervisor who's looking for help?

Ralph Peterson: Absolutely. The number one thing anytime you promote somebody into a housekeeping leadership position, and I'm only going to talk about housekeeping leadership, but I'm sure it's the same for you can insert the industry, the job title, but anytime somebody gets into a housekeeping manager position, the number one thing, overarching, the number one thing they want to do is a good job. They want to do well, they want to be proud of, I remember the first time I was promoted to a leadership position, I could not wait to tell somebody. I could not wait to go back. I believe this, but I'm now in charge. And I remember my mother going. Who the hell puts you in charge? Like, mother, why would you say that? But she didn't have confidence. She's like, oh no, I wouldn't put a charge on the dishes. Like up there you. So then it's always them first, and then it's always I don't know if they will support me, how do I ask my boss if I could take this training, I offer a six week course. And it's six weeks for a reason is because management, it should not be, let me let me just give you the five points of leadership and walk away, you're gonna fail 99.9% of the time, if all you get is a five minute conversation and all you get a day or two days, a little shadowing. Six weeks is a really, really. It's a long time. But it's twice a week, 90 Minute Calls, Mondays and Thursdays. And if we go over everything, work loading, how to create job routines, management, what management systems, leadership systems are, how to handle gossip, how to stop gossip, how to deal with difficult people, how to play that tug of war between being effective and being a bully or being effective and being taken advantage of, being too hard or being too soft. I mean, management really is a lot like Goldilocks, you got to find other that just right path.

Jerry: Now, am I correct that most nursing homes have to take some type of training yearly for approval on different things. 

Ralph Peterson: Yeah, nursing home administrators in most states have to take what they call continuing education credits. And so I do offer, actually have a workshop coming up on the 14th and the 15th of June for administrators on housekeeping and laundry operations. And it comes with CEOs 15 sent us for the two days. But that's a whole different type of training geared towards the administrators. So it's a little different. It's like fire hose training. Like we just go over everything all at once and see what sticks, because they just need a high overview stuff there. They're generally not in that. And they generally don't want to be and I wouldn't blame them because they have so many departments to run, they don't want to be in the day to day minutia of housekeeping. It's much better to have a well-trained housekeeping manager and let them be in the day to day minutia. Administrators, they just need the overview. They just need the high level stuff.

Jerry: Now how many, I think I've asked you this before and I'm not sure but what percentage are using outside contractors for a lot of this work now?

Ralph Peterson: It's still a small number, but it's significant. I mean, as far as, let's say that there is and I'm just gonna take a best guess, based on what it was. I don't know exactly what it is right this second. But the number one outsource department in senior care is business office, payroll, back end, HR, that kind of thing. And then the second most outsource thing is laundry of all things. And mostly not like people coming in and doing the laundry for you but more like sending the laundry. That's a very and that's a normal. It usually has to do with space, the cost of washing machines and dryers and then you have wastewater, you have to have something to do with wastewater and a lot of municipalities, a lot of towns can't handle that kind of wastewater. So laundry and dietary is becoming very, very big. And then housekeeping services is probably in the top five at this point. So housing is probably in the top five most outsource. There's 16,000 nursing homes in the United States that used to be almost 17,000 but they're closing at a pretty rapid rate right now. And of that 16,000 is probably a third, maybe a little more than a third that are using outsourcing. And the reason that is because the average nursing homes are generally measured in bed size, and there are 1000s and 1000s of nursing homes that are 20 beds, 30 bed, 50 bed or smaller, and they're too small in that capacity for an outsource company to be to be attractive to an outsourced company for housekeeping, because there's not a lot of staff there. Usually you're around 80 beds to 180 and up, is usually the number for an outsource company to have it look. But there are some outsource companies that wouldn't look at a nursing home to provide housekeeping services unless they're like 250 beds or more so in that case.

Jerry: Now, do you do some work with those, that arena as well, some of those companies as well? Are you subcontracting and doing some of that work of training them?

Ralph Peterson: Yes. So I have I've moved out of I was providing sub-contracting services where I would go in and that was part of my business where I would go in and I would provide the staff, I provide the manager, I would provide the policies and procedures that would do all of that, but I don't anymore. Now I'm strictly into the education side. And the why I like it better for me is because now it doesn't matter about the bed size. It doesn't matter where you are in the country, we do all of our training virtually, and we do a group training. So people come together from all over the country, all different sizes, homes, different care levels. It's super, super great, great community that we're building a great network of, of house human managers who are getting together on a consistent basis. It's really fantastic. But now by focusing on the education, it's not you do well, you don't do well, based on how much somebody can crack a whip, you're doing well or not doing well, based on how much you know, and how much access you have to education. And I think it's increasingly getting more and more people access to education is the place to make the most difference certainly in my world. 

Jerry: Well, that's very interesting, because I think that they could all use it a whole lot more, especially when it comes to cleaning, especially when it comes to chemicals, there's a safety factor with chemicals. There's the labeling. Now we've just come out of COVID nursing homes have open, they've closed. But it's been a crazy time for all of our industries, especially in the cleaning, chemicals, whatever, because they all need our help. Let me ask, tell me more about you were in the contract, and you did that. Was your number one problem at that time employment or having enough people to come in? Was that a hard thing to do? In other words, hiring people when you're a subcontractor, recruiting, I guess I should say?

Ralph Peterson: Yeah. So I've been short staffed my entire career. So I know that a lot of people are like, oh my God, their staffing crisis of the 2020s, or something. I've worked in housekeeping. And the simple truth is, there's not a lot of people who want to work in housekeeping good, bad or indifferent. They're just as a smaller labor pool. There's just smaller amount of people we get to reach out to. And what I've learned over the last 25 years is there's only three things I can do to when I'm short staffed. And by the way, I've been short staffed my entire career. So there's only three things I can do. 

Jerry: I'm very honest aspect on answering this question. And that's how I kind of brought it in because it's always been a problem. 

Ralph Peterson: It always had the problem.

Jerry: You see, we watch TV now and they're talking right in housekeeping department has always been short staffed. 

Ralph Peterson: Always short, always. And there's only three things we can do. We can try to find efficiencies, like how do you work with less? How do you get more done with less staff? To great question, it's one that we need to be asking all the time anyway. Number two, we can offer less services. The grocery stores are doing it all the time. You go into a grocery store, there's 30 registers and only one open. The line goes outside, it just started to offer less services. Like I can envision a day one day where instead of blue jean Friday, they'll be like no food Wednesday, you're on your own, call Uber on their own on Wednesdays, just because option number two is you could just simply stop offering some type of services. So you can just go for asking me to go like, maybe when we're not going to clean offices anymore, maybe the offices can clean themselves or the people who work in offices can, or instead of cleaning it five days a week, maybe we only clean it one day a week or twice a week we'll go in, otherwise, you can empty your own trash that kind of thing. So there we can just stop offering those services or number three, and this is the one that I have been honing in on for the most of my career, when I figured it out is that is you can compete at a higher level. Here's the question when you're thinking about competing at a higher level as an employer, especially in housekeeping. What does it mean to compete at a higher level? As you have to answer this simple question? Why would anybody, not only why would anybody work in this industry which is not attractive, but why would they work for you? And the answer should be something about how amazing of a boss you are, how amazing of a manager you are. And if you can accomplish competing at a higher level, what will inevitably happen is, you will not all of a sudden get an influx of staff, all of a sudden, I'm competing at the highest level. I'm the best boss ever. So I no longer have staffing shortages that's not the case. It's not the case at all, you're still gonna have staffing shortages. But what does tend to happen is people who want to leave and want to give you their notice today, if they really like you and respect you, they'll wait and give you their notice tomorrow. And I'll tell you what, I'll take one more day, I will take one more day. Not only that, but if you're competing at the highest level, and you're being a really great boss. And by being a great boss, I would say it's all about serving your staff about making sure that they have the time, tools and the training to get all their work done is very, very important. If you're competing at a higher level, also people who no longer work for you but liked working for you will do an amazing thing. And that is when they hear one of their friends or family members saying I need to get a job or anything they'll say, I know it sounds like a terrible idea. But Ralph's a great guy to work for. And if I had to, I'd go to work for him again. And I'm okay with that turn of phrase to if I had to. A lot of times housekeeping is just something for somebody to take, because they have to right now I'm fine with that. Come work for me for now. I know it's not forever. And while you're here, I'm going to try to treat you as the best I can to make sure that I maintain competing at that highest level, because then I'm gonna be able to keep you for, I get you one more day longer that works for me. If I get you to recommend me to somebody else that works for me.

Jerry: Excellent. One last question. I have a much shorter podcast and at the end of this, or in my show notes, I'm going to put down your websites, I'm going to put down a link to your podcasts and all the different places people need a hold of you. But this morning, I shared with you that I heard the story about you being in the C'mon, I've already lost it wasn't the ultra-marathon. It was an Ironman. 

Ralph Peterson: The Ironman race, yeah. 

Jerry: But it takes more than just that. I'm going to ask, here's your question, who's been your hero throughout your life? Somebody you've had to have looked up to that keeps taking you to the next level? Because I'm impressed with you.

Ralph Peterson: I appreciate you saying that. Actually, there is somebody who you know what it is for me? I'm gonna tell you who it is. But let me let me just back up and say,

Jerry: No, go ahead, we have all day. 

Ralph Peterson: I appreciate that. I like a long podcast. I grew up in an environment that is a little bit of a struggle, but it was an environment that wasn't really conducive to people pushing me to be better than I was or could be. It was really kind of the opposite. Almost like, I grew up on very poor on welfare and government assistance. And when you're in that environment, there's almost a pole, there's a certain level down that you get in society, and it becomes like a magnetic pole. It's not only what can you get today for resources to live, but how do you continue staying in this low level poverty level. So you continue to get these free resources to stay at this level, and it becomes a very vicious cycle to stay down here. And that's kind of the environment that I grew up in. And I remember I quit school when I was 16. I quit high school because I took a learning assessment test. And it was I think it was just a test they gave everybody in our in 9th grade. And they came back and told you what kind of learner you were, and I remember meeting with my guidance counselor and with me and a couple of other guys. We all went in there. And the guidance counselor really could not. I had like, and I don't know what anybody else's experience was, I had the worst school experience. I mean, the school administrators, they simply did not care. They would not have been gracious, I don't think they would have been able to spell the word gracious to say that they motivate a child to do better. No, not my school. Literally my assistant principal, suggested I quit school. And so I did. That's the type of school I went to, assistant principal, what a great guy. So I'm still bitter about it to be when I look back at it. So they gave me this test. And the guidance counselor brought us in this room and around this little table. And he said, well, and he was just a matter of fact, about it goes, you guys are all what we call hands on learners. And I was like, okay, oh, none of us knew what the hell that meant. Like, what does that mean? And he goes, construction work. I was like construction work. He's like, yep, that's it. Hands on learners really just are like day laborers, carpenters, electricians, like construction work. That's what you're going to do. And this other kid sitting beside me, he goes, so what are we doing in high school then? And the guy's like, legit. He's in charge of children's careers. Like, 10 minutes goes probably looking at a college essay for one kid. And for us. He shrugs he goes, I don't know. I don't know why. I don't know if school is gonna be it's gonna be worth it for you guys. So the reason I tell that story is because I left that office very mad, very upset because I wanted to be a writer. I've been wanting to. I wanted to be a writer since I was eight years old. I've been writing stories since I was. I love making stories up. English was my favorite class. And here this guy is just like, no, Mickey's Blaine, you will never be a writer, you're going to be you know, a carpenter, you're going to be a day laborer. And I did not want to do that. And I remember throwing a temper tantrum out in the hallway. And then the assistant principal comes out and goes, well, why don't you just quit then, and so I did. That's how I was treated at my school at 16. A bunch of jerks. Anyway, so fast forward, eight years goes by eight years I left school, I took a job as a housekeeper cleaning condos at a ski resort, not that terrible of a job. I was the only guy on the crew was pretty good and then got right into construction work and started doing Mason labor work, which is carrying concrete forms are two of the most terrible construction jobs out there I think. I did it for eight years. And I hated it. I mean, I just hated it. I would get in trouble. I remember I would get in trouble by my boss, because he would catch me writing stories on top of Mason bags. He's like, why are you reading? What are you reading on my basin bag, like a cement bag? I'm like, the night was moist, just love the idea of intro stories and stuff. And so I really hated it. And I was desperately trying to figure out how to get an office job. I thought if I could get an office job, man, if I can get an office job by doing anything in an office, then I could start building my way up into being something more than a construction worker. And I just gotten laid off for the winter because in the winter, you can't work in construction. So every year you're getting laid off, which just means you have very now no money. They give you an unemployment, which is basically nothing. And I remember I was going to a job interview at a hospital to work as a receptionist. I was applying for a receptionist job in a hospital. And I had to drive up over this hill and I go, my car barely makes it. I go, I do a terrible job at the inner recital. I don't know the first thing about working indoors. I've been an animal. I've been working on tours for the last eight years. You know, I have no formal education. I don't even have a GED. I have nothing. And I know I blow the job interview. I mean, I didn't even dress well enough. I didn't even have enough good enough clothes to go to the interview. I just look terrible. I'm driving home I have to go back up over this hill. I live in Vermont, my car overheats, breaks down on the side of the road. It starts to snow like, it's worse, worse, worse. I am literally wanting to just like throw the whole thing away like this life is the worst life in the whole universe. I gotta wait for my car to cool down before I get started again. I'm searching for a radio station. And there is a guy comes up on the radio and he is yelling at a caller. Some caller apparently had called in and I didn't hear his call but what it sounded like from the answer he had called to talk about his plight and how life was unfair to him. And this guy was laying into him over how many option opportunities he actually had. He's like, if you don't like where you are right now, move, if you don't like who you're with, be with somebody else. If you don't have enough education, go back to school and get education. You live in the greatest country in the world. You have shoes on your feet, you go put those shirt and tie them up and go do something about it. Stop whining, stop complaining, take control of your life and I gotta tell you, Jerry, my tears dried up. The snow stopped. My car started. And I changed my life right then. I came off that mountain. I was like, I don't know how the hell I'm going to do this but I am not going to be this person anymore. And that guy was Rush Limbaugh. And I've been listening to him ever since until last year, and he passed away and he broke my heart. 

Jerry: So great story. 

Ralph Peterson: Fast forward, I have got an associate's degree in creative writing from Community College of Vermont. I got a bachelor's degree in US history. I got a second bachelor's degree in Business Administration, a master's in Organizational Leadership. I've written four books. And I'm a high school dropout. I was so bad say his name. We only think he's alive anymore. But who that assistant principal, the guidance counselor, jerks, absolutely. And you know what's so weird is so I've never, I mean, one time, I accidentally gotten an invitation to a class reunion because I had graduated and barring any class reunion, but I found out the craziest thing. There's a lot of us who were told and follow the advice of that assistant principal, who quit school and then later went to community college and got a college degree. So listen, we weren't the ones who weren't good at school. It was a school that was not good for us. And I fear that has just been exacerbated nowadays. I don't know.

Jerry: And I bet your career you have seen people in the housekeeping department in a nursing home, maybe as their starting job, or they're in that they just need a vote of confidence to go a step further. So, some people just accept the channels, the walls that are put on them. And I'm just doing this because this is the only job I can get. And I've seen it, I've seen it in housekeeping. I've seen it as a dishwasher. This is all I can do. This is all I can know. One day you become the chef or have you apply yourself and do different things. Ralph, it's been a great pleasure speaking to you today. I tell people even I'm going to put in the show notes. What's the best way to get a hold of you?

Ralph Peterson: Well, it depends on what you're after. Motivational speaker, go to ralphpeterson.com. You want to hear the story on the stage. If your housekeeping manager or you want to be a housekeeping manager, visit the Housekeeper Leadership Academy. So housekeepingleadershipacademy.com. It's the best place trust me for housekeeping management training. The best place run by me. You get me. Not a video of me, actually me.

Jerry: Actually you. 

Ralph Peterson: Actually me and otherwise. LinkedIn, RalphPeterson, on Facebook, it's @RalphPeterson. My podcast. It's called “The Housekeeper's” podcast, housekeeperpodcast.com.

Jerry: Ralph, it's been a pleasure. I hope you have a great weekend. And we will stay in touch.

Ralph Peterson: Absolutely. Thank you.

Jerry: Thank you. Great job. Thank you. I appreciate it. 

Ralph Peterson: Well, that was fun.

Jerry: It was total fun. Good luck with the foot.

PODCAST OUTRO: Wow. What another great interview. I wish to thank each of these. Wow, really thank Ralph for being here today. I also wish to thank each of you the listeners today for joining us as we are slowly adding subscribers to our show. Please go to my website Hospitality Cleaning 101 and be one of the first to download my new PDF about the secrets of chemical cost in the year 2022. If you have any questions concerning his