Name: jeff kuzmich - Migrate_Transform_Team_Flex_Engage_07302024_4612906
Uploaded: 2026-02-26T06:25:45.909Z
Duration: 35 min 8 s
Description: jeff kuzmich - Migrate_Transform_Team_Flex_Engage_07302024_4612906

Transcript for "jeff kuzmich - Migrate_Transform_Team_Flex_Engage_07302024_4612906": Everyone. Thank you for joining us today. I'm Rob Parsons, and I'll be your moderator. Welcome to our webinar, Transform Your Team with Paychex Flex Engage. Today, we will dive into our new employee engagement and performance management solution, Paychex Flex Engage. Our experts are here to walk you through the solution so you can see the technology firsthand and how it can help you develop highly efficient teams to better your bottom line. So, before we begin, I just want to cover a few housekeeping items. First of all, all the audio is going to be coming through your computer. So, just make sure you've got your volume set and everything's working correctly. We have on screen here some key commands you can use just to make sure everything's set up right. And then next, we have some other features for you. You can download and print a copy of today's content for future reference, and you can also access additional resources in the files and resources window. That'll be on the top right of your console. We also are accepting questions. So you can send them via the ask us a question window or ask us widget. Just click the question or type in your question, click submit. We'll try to get to them if we can, but time is tight today, so we'll do our best. And finally, please note this presentation does not constitute legal advice. It's for informational purposes only. And now, I'd like to introduce our speakers today, James Kirchoff and Tom Holmes. James is a senior technical product manager here at Paychex, and he's been with Paychex for eighteen years, working as an advocate for business leaders and HR professionals. In addition, James oversees the roadmap for our HR technology solutions and strategic partnerships. Throughout his career, James has been focused on how paychecks can help our customers solve challenges through innovative technology and service solutions. He's passionate about engaging with and learning from customers like you, so we can build the right tools for your business needs. We also have Tom Holmes here with us from Hello Team, our strategic partner in bringing Paychex Flex Engage to you. He's the Vice President of Strategy and Operations there. In a prior role, he was focused on sales management, marketing strategy, and new business development. Tom is committed to fostering a positive workplace culture and streamlining operational processes to enhance efficiency. Thank you both for joining us today. And now I want to turn it over to you, James, to kick off our presentation. Sounds good. Thanks, Rob. That was a very nice intro. And hello, everyone. I'm James Kerchoff, and I'm really excited to talk to everyone about our new product, Paychex Flex Engage. Tom is gonna do a wonderful job of giving a demo of the product. However, this product really aims to improve employee satisfaction, motivation, and productivity, ultimately helping you retain your top talent and reducing the impact that high employee turnover can have on an organization. We know that can be disengaging for employees as it can increase their burden and workload, but also can be very expensive. For the next twenty five minutes or so, Tom will be giving a live demonstration of rewards and recognition, performance management, goals, and finally racking with compensation management. So Rob mentioned, we'll end with some Q and A if we have time, and hopefully we can get all of your questions answered. And without further ado, I'm going to hand it over to Tom. Thanks, James. So I know everyone comes to these webinars for an unbiased opinion, so I'll give you mine today. And that is really that FlexEngage is the most exciting product available in the HR market today. And I promise by the end of our thirty minutes, you'll feel the same way. So sharing my screen walking you through some of the great features inside of this new product. One of the ones that you're going to see on your screen right now is the interactive dashboard. FlexEngage is very unique in the sense that it can actually help your workplace create a real and true community. You'll notice over here there's sections for things like useful links, news and events, giving you a place to share important resources with your team. You're also able to recognize milestones sections like new employees, birthdays, work anniversaries, tracking all of the things that are most important to your team. Another thing that's at the core of what FlexEngage is all about is employee recognition and rewards. In the middle, you'll see this high five feature. This is our virtual peer to peer recognition feature where your team can actually engage with and give recognition to anybody throughout the company for any reason. Think about an employee helping another employee with a project. Or think about recognizing multiple people for a deadline that they met that was super important. All the high fives that are being given and received throughout the organization will appear in a public feed. This is going to give you almost a Facebook or LinkedIn for work. It's going give you a social feed that your employees can interact with. They're continuously engaged in. When I think about recognition as well, I also think about ways that we can sort of award employees for exhibiting the values that the company finds just so important. One of the unique things about FlexEngage is its ability to help you get to know your employees both personally and professionally. The employee profiles are a place where employees can fill in a summary about themselves, skills that they have, languages they speak, even their hobbies and interests. The best part for you as HR admins is all of the features that are available in here when they put in their skills, their languages. You'll be able to search through all of these. If you ever needed to match talent to say an open role or an open project, you'd easily be able to find the employee that has the relevant skill set. But also thinking about recognition from the standpoint of awarding based on core values, FlexEngage gives you a customizable way to assign what we call badges to employees. These are totally customizable to your organization. You can insert your own images, your own titles, your own descriptions right into the tool and award these to employees almost as a lasting gold star for their achievements. One of the most exciting features inside of FlexEngage is its full featured rewards module. A lot of companies that I talk to these days are looking for a way to go beyond employee recognition, not just stopping with that kudos, that celebration, that recognition and all hands meeting. They're looking to do something more. With FlexEngage, you have a fully customizable reward system where you can allocate what we call points into a wallet and employees can then redeem those points for 200 plus gift cards, anything from the Amazon marketplace. And if you're not ready to sort of invest in those two things, you'll have the ability to create a custom catalog with custom items including swag, extra time off anything that your company finds valuable. Another exciting feature inside of the reward system particularly is the ability to automate the rewards that you're given for both birthdays, work anniversaries and even challenges that are driving the behaviors you want. Think about the last time you had to chase employees down to update their LinkedIn or even sign off in the company's handbook. You can put these things into FlexEngage as challenges that have a monetary value associated with them. Another exciting feature in FlexEngage is the ability that it gives your employees both a voice and a place inside of the organization. So when we think about where does an employee belong, we think about what is their reporting structure? How do I know where I fall in the organization? Who's above me and who are my peers? The larger the company is, the harder it is to keep track of these things. With FlexEngage, you have access to a fully automated org chart that's going to give you all of the direct reports throughout the organization. You can even have skip level reporting as well. So let's say, for example, that you have user and you want them to report somebody other than their direct supervisor, you'd be able to create those reporting structures right here very easily. Really useful when you're doing workforce planning. Another great feature, whether you're an employee, a manager or an admin, is the ability to find people very easily, do a summary about them and even export this org chart as a PNG, a PDF, or even a shareable link. And then when we think about giving your employees a voice, it's something that I know is top of mind for a lot of organizations today. And that is how do we do the constant polling? How do we get the voice of the employees that when we're making decisions, we're doing it based on the feedback that we've gotten from the team. With FlexEngage, you have a fully customizable survey module where you can ask any question that you want, whether it be multiple choice, star rated scale questions. You can get feedback anonymously or non anonymously and send this out in an automated way right to your employees to get the information that matters most. There's a dozen templates that are included right out of the box, but of course you can always create your own and we help you through it. Regardless of what you choose, surveys are also going to give you rich analytics. If I pull up a survey that our company did here, you're able to break things down not only by general results, but even by departments, by teams, by locations, and even track trends over time. You can see how one office does versus another. Everything in the system can be exported as an Excel file or as a PDF, which makes sharing incredibly easy. So I hope now you're seeing how FlexEngage can help you build a real community and really help you recognize and reward your employees. Sorry, I stole your thunder there, James. I'll turn it back over to you. Yeah, no, not at all. I actually have some questions for you. That first feature set seems like it's really trying to bring people together into a collaborative environment. Do you see any type of organization, be it on-site employees, hybrid or remote, that seem to benefit more or less from this? And what are some of the most used features? Yeah, that's a great question and one that we think about a lot here. So this platform is really applicable whether you're hybrid, you're remote or even you're in the office. And the features that people are going to utilize the most stay the same. So obviously, when we're talking about HR, what are you doing the most in your day to day? I'm sure that people on this call will agree they're writing up performance reviews. They're helping people set goals. They're onboarding and offboarding people. And inside of FlexEngage, it's also about the employees. So, of course, admins are going to spend a lot of time in the performance management side, but employees are going to be taking right away to the high fives. I always get asked, is there something that my organization should use versus everything in the tool? When people come to me, the conversation is always the same. They're looking for better performance management, which we'll talk about in a second. But more and more, I see people using the high fives and everything available on the engagement side because it really helps hook your employees, get them addicted to the system. But another thing that I see, and I'll turn over back to the demo here for a second, is going to be in the performance management side. And whenever I talk about performance management, I always like to start with goals. Whenever I talk to a lot of different organizations, I get one of two answers for how they're doing goals today. They're either doing them on paper or on a performance review once a year, or they're tracking them through a spreadsheet. Please don't do that. We want to get into this world of real time feedback that employees crave regardless of their work environment. So with goals, they're extremely flexible inside of FlexiGate. You're able to set individual goals, departmental goals, company goals. And what's even more powerful is that you can cascade these throughout the organization. So think about you as a company setting your strategy for the year. Maybe you have revenue targets. Maybe you want to attract a certain number of new hires. In FlexEngage, which is one click, you can set those goals up and then you can make it so that managers, individuals can have goals that align into that and all of the progress moves together. Now, whether you're using a goal methodology like SMART goals or OKRs, or you're just kind of doing goals for the first time, your organization doesn't really have a structure, you'll find something in FlexEngage that will work for you. Underneath the goals, you'll also have the ability to add in key results. And these key results can be any metrics that you want. These can be percentage metrics, number metrics, even just a simple true or false. When you add these in, employees can track it real time. And that is what makes this so valuable over just looking at things once a year or sending that spreadsheet around. What I think everyone on this call will also appreciate is the ability to run real time reporting right from here in the goal section. No longer if your CFO needs an update on where they're at with a certain goal or go chase this manager down and see where they're at with their quota. You can run all of those reports right here. Get real time visualizations through the graph where everyone's at any given time. And you can always export this as an Excel file if you need to do anything outside the system. Now, when people see this, they're always like, okay, Tom, you know what? This looks great. And it's a mindset shift for my organization, but that's okay. But we already have our goals created for 2024, for example. What do we do? Using the import goals feature, we'll be able to onboard all of your goals very instantly, right from the minute that you start implementation. Now, this is the part where I'd always want to give a plug for what implementation looks like, because I'm sure everybody's thinking about that. Getting started with FlexEngage, we actually assign a dedicated client service manager to every single person on the tool. So not only do you have this great software with all these features help you get started, but you're going to have somebody that's by your side through the process, helping you train both your admins and your managers and your employees on how to use this effectively. So switching over from goals to performance reviews, thinking about how your organization does this is always something that's top of mind when I have these conversations. Now, generally, I see is people are doing reviews either once a year or even as often as quarterly. Regardless of what your organization does, FlexEngage is gonna help you automate it, make it easy so that you can set things up once and just have it run on a cycle. Now, when we think about reviews, I always start with templates because it really is the home of what your form is, what are you going to ask and how are you going to ask it? Creating a template inside of FlexEngage is incredibly simple. You just type in a name and you'll even have the ability to add in rich text instructions. Why do I point this out? Because this is a great resource for you to share things out with your managers, with your employees, so that they can visualize these things while they're completing a review. I was talking to somebody recently who had an entire rubric, almost like you get in school, where we have scale questions in our review of one to five. And they very clearly define what a one looks like and what a five looks like and what every step in between looks like to the managers. That's something you'd be able to insert right here in the description. You can link it out, put anything that you want in here so that it's visible and it's front and center when they go into complete the review. After you've actually created the instructions and the name of the review, the natural next step is what are we going to ask? With FlexEngage, it's going to save every question that you've asked in all of your templates and you can easily pull them in, add them to the next review template that you're creating, or you can create them on the fly right from here. You'll notice there's a breadth of questions that you're available to ask as well. You can get data on multiple choice questions, open ended questions, star rated scale questions. One of the most common things I see is people doing, for example, a one to five rating question, but then actually asking for comments after that to ask managers, why did you give this rating? That's something that you can easily set up just by checking this box and making it required inside of the review. That's the questions. Now the natural next step is how do we send this out to people? And with FlexEngage, it's incredibly simple. Setting up a review cycle, all it requires you to do is give it a name, select how you want to do this. And what's great about this tool is we can run on the calendar or we can even set it up so that you have a workflow that takes people from day one to day thirty, sixty, 90, and even their work anniversary reviews. You can have any combination of both of those things. Next, you'd select your process. One of the great things about this tool is it supports every type of feedback you can imagine, whether you have manager evaluations, self evaluations, if you want to include a three sixty, get some peer feedback, or even do a skip level review. All of that can be accomplished right from this one tool. Next, you'd simply add in your employees, set up your templates, and you're ready to send this out. Now, before we send it out, I know that one thing that's probably everyone here has experienced is chasing managers down when they haven't done their reviews. With FlexEngage, you don't have to do that anymore. There's constant notifications in the system. You can control how often they go out and the system is constantly looking at who do we have a review outstanding from and who has already submitted it, so that it makes sure the right people are getting the right notifications at the right times. So now that we've sent out our review, let's take a look at what it looks like to complete. You'll notice it's extremely simple to go in here and complete a review inside the system. It's the form just like you created it in the template. But what's even more powerful is on the right side, you'll be able to view past performance views, goals that this person's working on and do these things real time. Another thing that I know I appreciate personally as a manager is everything auto saves. If I leave and I come back, I can complete my review over a couple weeks, couple months, have it all stay here. All my answers are saved and ready for me to pick it back up when I'm ready. And I think what everyone here will especially appreciate is the ability to get real time analytics on these performance reviews as well. So if we look at a review that we have completed here, here's one that's in process. You'll notice as an admin, I'm instantly getting the participation percentages. I'm able to look at things who started it, who hasn't, who's in draft, who's already submitted it. And I can view the real time results as I come in. Analytics are at the core of every single thing inside of FlexEngage. We're always looking for the easiest way to deliver you the information that you need. From performance review standpoint, you'll notice that right from the report, you're able to see a distribution of scores. You're able to break things down by question. And you can even look at data by employee, by manager. Helps if you're trying to identify any bias or any gaps that exist organization. But another type of analytics you're going get here is going to be on the individual level. A lot of times when I talk to HR professionals, I always ask them, what are you doing after you do a performance review? And the answer is always the same. It goes in a file, it goes in the company's drive, we don't look at it again until next year. This system is all about helping you get real time feedback, making things visible so that you're not just doing a performance view for performance for your sake, but that you're really getting real time feedback that's actionable, that's helping both the employee and the company progress every single year. With these review results, I'm able to pull up an employee's performance view from any year that I've done these, able to look at it real time and I can even compare it against what their manager said, what they said about themselves and see if there's any gaps between how they feel they did versus their manager says that they did. So another topic, besides the performance reviews that people are always asking me about is, okay, how do we have real time conversations with employees? How do we make sure that managers are checking in again more than that annual review process that we have? And that's where one on ones are such a powerful feature. One on ones are going to be available to anybody that has direct reports to them. Another powerful feature inside of FlexEngage is the My Team tab. This is a place where if you're a manager, you're going to live and breathe. From here, can view a summary of all of your direct reports, reviews that have been done on them, in addition to being able to schedule and host one on ones. But I think you'll all appreciate about the one on ones is they can be as structured or as open ended as you'd like. Managers can simply set them up in here. They integrate directly with Google and Microsoft calendar. So it really is usable for anybody regardless of where they're working, whether it be in the office, if you remote or even in the hybrid situation. You also have the ability both as an admin and a manager to talk about the script that's going be on this meeting. Through our talking points feature, managers can either create their own script or they can use one of the company's already provided to them. Once they hit save, the employees notified they have a one on one to complete and it's very easy for them to come back in here, fill out their questions for the one on one, fill out their answers and managers can comment back and forth so that it all lives inside of this collaborative document to pull up anytime. But I always say the magic's on the right side. Think about one on ones as a place where you can sit down with an employee, whether it be once a year, once a quarter, once a month, pull up their performance review for them, go over it, and then sit there and add the goals in for the year. You're able to do all of this from this one screen, have it all documented in a way that both human resources, management, the employee, and their direct supervisor can see. And another great feature before we wrap up our performance management section is the ability to add in tasks. And tasks will actually run into each one on one that we have so we can always see what the progress is and what the outstanding action items are for our next meeting. As you can see, there's not even enough time to get into all this today. There's a lot of great performance management features inside of FlexEngage. And definitely please schedule a demo so you can learn more about it. Yeah, Tom, it obviously looks great, and I think it will really resonate with employees and managers. And I know we don't have a lot of time, but I think one important aspect that we might want to cover real quick is just customization. Every organization has their own process. Have you ever met a client that you've not been able to use this technology to fit their needs? Hasn't happened to me yet, and I've been doing this for quite some time. The great thing about FlexEngage is it's just that it's flexible and it's engaging. And that's really what I hope people will take away from this today. This is giving you a tool where you can customize your process, meet your needs, wherever those needs are. And we have the resources and the tool to get you right where you want to be. Speaking of customization and productivity, we've talked about the informal process of creating an employee first culture and then the formal performance appraisal process. Once performance reviews are complete, you can now align pay decisions such as merit increases to the performance of an individual. By integrating with our performance management, compensation can help managers make more informed decisions, allowing them to more equitably disperse their budget for pay changes and bonus allocation. Additionally, Engage, probably most importantly, does away with spreadsheets. We've heard from several companies that they're managing compensation changes once a year, merit increases through sales spreadsheets, through email. It's really not effective. We can now use our technology to really control that process. And I think that's what Tom's gonna wrap us up with. Absolutely. And before I do that, I'll give everyone a quick story of a situation I was in recently and really speaks to why everyone in this call should be thinking about compensation management, not as a decision that HR makes, but a decision you involve managers and employees in as well. So I was recently in a situation. My employee came to me and we had just given this person a cost of living adjustment. Just give him a 10% raise. Performance review came out and all of a sudden he wanted another 20%. And those ad hoc raise conversations are something that as a manager, I always I dread truthfully. And this system that we've built helps you avoid that. It creates pay transparency, which is something that employees are constantly looking for, whether they're currently working at the company or they're looking for a new job. It's something they always try to see for you as human resources and for your CFO, for your finance team. This is going to make everything budgetable, equitable and transparent so that the employees aren't asking all the time. But they know that this performance review is coming out, the comp cycle is coming out, and you can plan everything around it. FlexEngage has something in it for you whether you give raises on a cost of living basis or you're just giving a merit adjustment because someone did a great job. But with compensation management, there's really two powerful features that I want to point out. First is the ability to create what we call compensation bands. This is where your company can say, okay, here's a role that we have. Here's the most we want to pay, the least we want to pay. And here's where we hope everybody will land. Now, what you're putting in here is so powerful because you're going to then tie this to employees and every manager, every executive, everyone who's looking at sort of this compensation process can track this person's compensation against your plan, making sure you're spending right on target and that you're only over allocating where need be. Now thinking about compensation cycles for a second. Again, I talked to a lot of companies doing this once a year. I think that's the most common in the way I definitely recommend doing it unless you want to get people raises more. So totally up to you. It's incredibly simple to set these up and automate them inside of the FlexEngage tool. You'll notice right from the start, it's a very friendly wizard and there's two powerful ways that you can sort of give out this compensation adjustment to the employees. It offers base pay and bonus. We're also able to pull the performance evaluations, as James had mentioned, directly into the compensation process. What that's going to mean for you is that you can budget off of those performance management tiers that you've created and you can display those ratings to managers while they're making the recommendations. Now, if you just want to do a simple cost of living, this will work for you as well. Simply select no on both the questions and you won't have to consider performance as part of the process. Through the comp cycle creation, it's incredibly simple to set up performance tiers so that you're able to, based on the score of the reviews, allocate recommendations for managers. And it's also easy to customize who's a part of the cycle. If you're not doing it for the whole company today, totally fine. You'll be able to select the departments, positions and locations that this cycle applies to. This will also give you total customization around the roles in the process. Again, I talk to people who are only doing this at the top, meaning the executives decide all of the compensation decisions for everyone below. And if that's the case, you can easily toggle people on or off in all of their recommendations and their approvals will move to the next level. Now thinking about this convention of recommenders and approvers inside of FlexEngage is really about who manages the person and who do I want to be approving the race for this individual. You can decide all of that right from here in the settings. Next, it's going to give you an automated way to budget your compensation cycle. You can include your total pay in here, give a percentage raise, and it will automatically do the math and spit out on the other end what your budget is. You'll also be able to then allocate that budget to people who meet certain performance thresholds if you've selected those options. You'll also have a way to distribute extra funds directly out to managers in their direct reports. And it's that easy to set up the comp cycle. Now let's take a look at what this looks like from a manager standpoint. Managers that have multiple direct reports might have recommendations and approvals inside of the system. In this case, in here is Colin Harris and he's an executive that oversees both managers and direct reports employees. When he goes in, he's going to have two views to choose from. He can give recommendations from the spreadsheet view, which some people like. My personal favorite is going be the card view over here, because it's giving you all this insight in the right. We were able to see that the bands, the targets, everything that the company has put out for me to make these decisions alongside their performance ratings and what HR is recommended that I give as a raise. The system's gonna give you real time budgeting, so you can see your percent spent at any given time and make adjustments accordingly. And if anybody were to exceed budget, it gives you a place to add notes, flag it for employees, so you're making sure that it's all documented throughout the process. And approvals are a great way to get your executives or the people above those direct supervisors involved. They'll be able to see all of the real time recommendations from their direct reports. They can make edits here, submit these up to HR, and they can easily see the compensation band movement to make sure that we're not over or underpaying people at the end of the cycle. But of course, we're all about analytics here. Right. So how does this make your lives easier? If you're going through this process, you're going have all the reports analytics that you need automatically right at your fingertips to make sure that this is both something you agree with and that it's on target not budget for the organization. So just like with performance management, you're going to be able to do a real time audit on everything going on in compensation. You'll also be able to make adjustments where you need to from an admin level. And when you're all said and done, it's this easy to upload payroll. Simply select the date, run an export or hit the update payroll button, as well as choose the share outs that go to employees and managers to decide when are they going to have some visibility on the compensation adjustments that we made. So as you can see, you're getting total end to end control over this process. And I always like to wrap it up with this. What does it look like for an employee? What are they getting? What are the managers getting? What everyone's getting is this fully customizable, super usable statement that looks just like this, where it's listing out your performance here, the raise that your company gave. You can see all of your new compensation from right here, and it's automatically updated inside of Paychex Flex. So hopefully everyone can see how easy it is to run a really transparent, compensation adjustment process inside of the new FlexEngage tool. Thanks, Tom. I certainly can. I never get tired of seeing you demo the product. You do such a great job. So thank you for taking us all through that. As you can see, I think you all can tell that we are very proud of this product and how it can be utilized to help transform a company's culture. It removes physical barriers and fosters collaboration. It drives and measures employee engagement. It implements and shares goals across the organization. It can automate and customize the performance appraisal process. And finally, it aligns pay decisions with the performance of an individual in the company. I know we are short on time, but we do want to take a couple of questions. So, Rob, what do we got? Hey, awesome. Thank you so much, James and Tom. This was a tremendous, just great, great input, great demonstration. I'm going to let us run just a couple of minutes over because we do have some really good questions and I've set a few aside over here. The first one is a question around the mobile app. Deborah works in a manufacturing company where most employees do not have computers. Are the new Engage features available in a mobile app or is there an update to the Flex app? The short answer is yes, there is a dedicated mobile app for Paychex Flex Engage. If I could expand on what James saying too, yes, I think it's so important to talk about these features. So what I think everyone will appreciate is this tool was really built around employees just like the ones that you're mentioning. I'm on the manufacturing floor. I don't have an email. I don't have a computer. How am I going to check into this? How am I going to look at this all day long? And the mobile app is a great way to do it. We've taken the best features in this platform and put them right on the mobile app for everyone to see. You'll be able to track the news, the events, get the recognition, even do your performance reviews right from the FlexEngage mobile app. What's even more important is as HR, as company leaders, if you're trying to communicate information out, people will get push notifications around everything. When you publish a survey, when you put up a news item, it's going to ping them right in their mobile devices so they can access it right there. It's my favorite app on my phone, I'll say that. Perfect, Tom, perfect. And this one is from Kristen, and this relates to what we know every company is different. So I know you touched on this a little bit, Tom, the ability to customize throughout the program. Can you customize your rewards and badges so you can really line up how you're recognizing people based on how the business is constructed and what they're valuing. Absolutely. And this is one of the reasons I'd encourage everyone here to take a full demo, so you can really see the breadth of what FlexEngage has for customization options. But just to give you a short snapshot, rewards and recognition are completely customizable. Adding badges is incredibly simple. We give you a ton of clip art right out of the box that you can use, but you can easily put your own images in your own titles and your own descriptions. And when it comes to managing the monetary value associated with that recognition, which is so important to think about, it's giving you a full suite where you can manage reporting your budget, anything you might want to do. Some things I do want to draw everyone's attention to are the way that you can customize how money is spent. If you opt in to use this reward system, it's always a concern I hear. You're able to customize inside of FlexEngage, not only what the company's budget is, but what is a point worth? What is one high five worth? What is one badge worth? You can control that. So it's a cent. It's 10¢. I've seen it high as a dollar or $2. And what that's going to do is it will encourage people to either give more high fives or focus them a little more so they're for really impactful things. Same goes for the badges. But another thing that I think everyone here will appreciate is the ability to then automate it. So somebody has a milestone like a work anniversary or birthday. They're getting a set amount. The company's put aside. Maybe it's even based on their tenure with the organization. So you have total customization here. There's a ton you can do. Things we can't even get to today. But definitely to your question, Rob, it's absolutely something that we can look at and encourage everyone to get deeper in when they do a demo with us. Love it. Love it. And I've got actually a lot of questions, not a lot, but several questions around this customization has to do with permissions, assigning permissions across the company or across management levels. For example, Melissa asked whether the org chart can be set up So a manager in one company can oversee employees in another company or business unit, or if the access is restricted to a single company. That is such a great question. And you know how relevant this is. The first client that we sold on FlexEngage that came up. It's definitely a very common use case and something that is totally doable through FlexEngage. It can be customized to what your preference is. So you are going to be able to create custom reporting structures in here. Basically, not to get too technical, they exist as the dummy users inside of that company's FlexEngage, where you can then assign them. You'll also have the option if your company is already utilizing the Paychex platform and you have multiple IDs, you'll be able to combine those into a single FlexEngage or spread them across multiple. Regardless of what you do, it's incredibly simple to build that exact use case of the reporting structure. And you'll have a full chart at your disposal that you can then export as well. Tremendous. And I got just one last question for James. I know you might've touched on this, but is FlexEngage available today? Can clients start digging into this today? It is. It's available for all Paychex customers as of two months ago. So if you're interested, please contact your Paychex representative to learn more. Fantastic. Well, James, Tom, this was a great presentation, very informative, a lot of great content here and what a great, great solution. Thank you both for lending your expertise. Thank you. Now, I think everyone for joining us. Thank you everyone. Excellent. And I would like to close with just one final poll question. Would you like to talk to a paycheck sales professional to see if FlexEngage is right for your business? This just makes it super easy. They'll reach out to you and you can have that conversation, see what makes sense, see how it fits with your organization and what you're trying to achieve. I'll tell you what, looked like a great tool, looked like a great solution. Everyone say yes. As we close out today's session, we invite you to take a moment, give us your thoughts as well on the presentation. We'll have a survey pop up on screen. As a reminder, you can download and print a copy of the presentation. We'll be sending out an email with this recording, so you'll have all that great demo content at your fingertips that you can share and look at your own convenience. So thank you again for joining us today. Hope to see you all at future events.