[0:01] Everybody's having a fantastic Thursday. I am a little out of sorts.

[0:09] I am down in the Peachtree City office today.

[0:11] Usually I come here and work out of Brian's office on Wednesdays, but this week I'm here. So if everybody can let me know, can you see my screen? How's my audio?

[0:27] Hey, Sheri. I've got a wing woman. That's always great to see you.

[0:32] Hey, always great to see a Lani. Hey, Donald, thank you all for joining.

[0:39] We're gonna give everybody a minute to log in.

[0:44] Quick recap, we are continuing our training course based on the votes in our Facebook group, right?

[0:55] So I can respond to what you want to learn about.

[0:59] So our next highest voted class was deep diving into high converting industries, and we're going to talk about the benefits specifically, how they help these industries so that you are equipped with talking to those industries in their own language.

[1:23] And I don't mean French, Spanish, etc., talking to them, hitting the pain points, presenting the problem that you're solving specifically for them.

[1:34] Hey, Kat. Glad you're here. Hey, Alfred. Fantastic. All right. So, I am here.

[1:44] I will be answering questions that you ask along the way.

[1:48] I'm going to try to keep the criteria focused on the curriculum.

[1:54] So, if a question pops in, if you ask a question that's kind of off topic, I want you to know I'm not ignoring you.

[2:00] We will circle back and do Q &A at the end of the call, the bottom of the call.

[2:08] All right, so don't hesitate to ask questions along the way.

[2:12] But I don't have anybody typing in chat to provide answers, so don't feel ignored.

[2:18] Usually we've got more hands on deck typing away, but it's just me today.

[2:23] Nikki is building, she's putting together a trade show booth so that we can stage.

[2:32] Brian's asked me to fly out to Vegas in March and help him present at a trade show for a different venture.

[2:41] So that's exciting, but they do want me to hurry up and get back to work helping them set up this trade show booth.

[2:47] So you get all of my attention now so I don't have to do manual labor, but then I'm gonna get back to work on that.

[2:52] All right, so we're at five past.

[2:55] We're gonna jump in.

[2:56] Hopefully everybody that's coming is here.

[2:58] If not, we'll catch them on the replay, right?

[3:02] Okay, so today's training objectives.

[3:05] We wanna understand the solution as it pertains to these individual high converting industries.

[3:13] We wanna identify their pain points because Tommy's told us over and over and over again, identify a problem, offer a solution, don't ask for a sale, right?

[3:25] So we need to identify those specific pain points.

[3:28] And we're gonna solve the owner's challenges, again, specific to the industry.

[3:32] We're gonna explain how this drives business outcomes.

[3:36] We're not gonna go off vibes and emotions.

[3:38] We're gonna show how at the bottom line, this very small investment of about 40 bucks per employee per month has massive return, near instantly with just one instance in almost every case, right?

[3:54] But I can think of.

[3:55] And then we're gonna master our messaging.

[3:56] How are we going to communicate in a way that connects with those industry's business owners, because like I said, we're gonna speak their language.

[4:11] So, recap of what we all are pretty familiar with, the illusion advantage of one comprehensive solution at an unbeatable price.

[4:17] In the marketplace, with the package that we were able to put together, the price, not just the front end, but the back end total package of savings is unbeatable.

[4:30] Beatable.

[4:30] Zero co-pays, no deductibles, unlimited access, mental health support, identity theft, protection, financial wellness, etc.

[4:37] It is an uncompromising, incomparable package. Um, hold on. I've got a call for my daughter.

[4:44] Give me one second. I'm so sorry. Okay. Um, apologies.

[4:56] My dog's trying to go to a dentist and they're not letting her out of school, so I do have to take care of this.

[5:05] I'm so, so, $39.95 per month per employee in an incomparable, no competition package.

[5:37] Here we go.

[5:38] So, what's included with the health care benefits?

[5:41] Brief recap, because I know we've been living and breathing it, but it is 24-7-365 telehealth access with mental health support, both with zero co-pays, comprehensive family coverage, so that's not just the employee, it also covers her spouse and up to six children, and not legal under 18 children, right? It's dependents, age 2 to 26 for 8 people total, no additional cost.

[6:04] It does include prescription discounts and discounts for vision and dental.

[6:11] Now for the financial protection, so it goes beyond health care. The package is comprehensive.

[6:15] So we've got identity theft, up to $10,000 expense reimbursement.

[6:18] We can't prevent identity theft, but we can help you recover.

[6:28] I learned yesterday that Brian's son, and he is using the service to a claim.

[6:32] We've got business owner credit monitoring, financial wellness tools, accidental death and dismemberment coverage, and cell phone protection. Let's see.

[6:55] What's included for business owner benefits? So we've got business security monitoring.

[6:59] We're protecting company data and customer information from threats with a secure VPN.

[7:04] We've got data breach protection, legal services, and this is incredible.

[7:08] The benefit for a business owner to have the ability to just immediately connect with a lawyer to get advice that could cost hundreds if not thousands of dollars.

[7:21] The feedback we've gotten on the legal services for the business owner has been incredible.

[7:26] We've got the secure VPN and the social media monitoring to make sure that they're not hacked or being attacked online.

[7:37] So competitive comparison.

[7:39] So the numbers don't lie.

[7:40] Compared to a small group insurance, self-funded insurance wise, the cost savings are, I mean, 97% savings. This is off the charts, right?

[7:54] A small business with five employees for Illusional would cost 200 bucks a month versus Traditional or Amwell, etc., over a thousand dollars.

[8:02] So if the business owner is already in the market and has priced anything, you're going to come in with an unbelievable solution.

[8:13] So why do business owners care?

[8:15] Because you can directly impact their bottom line, okay?

[8:19] Some business owners, you'll be able to appeal to their sense of decency, taking care of people.

[8:27] Some folks really care about that.

[8:29] But in corporate America, we are capitalists.

[8:34] How does it benefit me?

[8:36] Those things go hand in hand.

[8:38] And sometimes this rules the decision-making process.

[8:42] You can reduce turnover costs, right?

[8:45] They don't have to hire new people.

[8:46] They don't have to run job ads, loss of income because they don't have anybody to do the work, the loss of time and expense it takes to train someone.

[8:57] Recruitment and training expenses, they're big.

[9:00] So this, if you can help them retain, then we're gonna help them keep their expenses down and keep them profitable.

[9:06] This increase, yes ma'am, we can't see for some reason, and it's on every slide you see the ROI is clear every dollar invested yep and then it stops at productivity then we can't see anything underneath it if there is and that was the same screen before we couldn't see past key the words okay I think the slides are just built a little larger than screen so I will I'll keep an eye that. Thank you, Sherry. Okay, no problem. Let's see. Okay, so increased productivity.

[9:43] Happy employees perform better and are more engaged.

[9:46] If, you know, you don't want folks coming in with a cold, you don't want them spreading colds around, keep their germs to themselves.

[9:52] If you aren't in the kind of industry where you can have folks work from home, not that it's optimal to work while you're sick, sick folks don't do good work, right?

[10:02] So let's keep them healthy.

[10:03] We want to reduce absenteeism, especially in the industries we're going to about today.

[10:07] You cannot have a sick server at a restaurant so they got to be out and that the telehealth means fewer missed work days specifically for appointments.

[10:20] They don't have to leave the premises or take a day off to go sit in a waiting room.

[10:24] The competitive advantages you can attract and retain top talent in a tight labor market right you can offer something that other folks aren't offering when you're fighting for the best candidates for a job and predictable budgeting. This is a flat monthly rate, right?

[10:41] It's not going to all of a sudden change at the end of the year like my insurance did, where it went up hundreds of dollars, thousands of dollars a year, hundreds of dollars a month. And it really threw Brian for a loop.

[10:55] We had to make some hard choices at the end of 2025 with our insurance plan.

[11:01] This you can count on it. You lock in and you know exactly what you can expect every month. And enhance reputation.

[11:07] Show your culture.

[11:09] Let the business owner show their culture, I should say, that you care for your team's well-being and you take care of your people. So the ROI is clear.

[11:17] Every dollar invested in employee wellness returns multiples and reduced turnover and increased productivity. So how are we going to convince business owners of this?

[11:26] We just have to convey that message the right way.

[11:29] So let's introduce the problem that we're to solve. The turnover crisis, number one. Restaurants have an almost 80% turnover rate.

[11:38] Four out of five employees leave every year. We know that. The restaurant industry is transient.

[11:43] We've got some career folks, but if you can make your restaurant a positive place to work and take care of your people, you can knock that number down. Landscaping has a 37% annual quit rate.

[11:56] Construction lose $2.6 million in turnover costs for established companies.

[12:03] And HVAC, the disruption to operational inflated recruitment costs.

[12:07] Like I said, they can't make money if they don't have an employee.

[12:11] So as soon as they lose one, they've got to bring in another, train them, get them set up, etc.

[12:16] Every day without a trained, functional, active employee is money gone.

[12:21] That will never be recovered.

[12:22] And so our solution is that these benefits do improve and increase employee loyalty, satisfaction, and retention, which will directly reduce these massive costs.

[12:36] So let's talk about restaurants first.

[12:38] So take an example.

[12:40] A server wakes up with a sinus infection at 7 a.m.

[12:43] Without benefits, they'd likely no show, like call in, say they can't come in, give no notice, and then spend, on average, to the wait time is four hours at urgent care, which if they were scheduled for lunch rush, they couldn't be there, right?

[12:59] With a lutional, they have a 15 minute phone call.

[13:02] They can either schedule a call or take next available.

[13:05] The wait time average is five minutes.

[13:07] I believe Tommy told me yesterday that the industry standard is no more than 15.

[13:14] Get a prescription sent to their pharmacy to get that fulfilled, get a discount at the pharmacy, and they could be on the floor by 11 a.m.

[13:20] So a full staff for the lunch rush could be $1,000 saved in revenue.

[13:27] Okay? Does it make sense, everybody?

[13:29] Are they phone calls only or do they do something like a Zoom?

[13:32] Two kinds of fantastic questions.

[13:34] The telehealth appointments go through the Business Sense or Health Sense application that's installed on the member's telephone, their smartphone.

[13:45] So it is screen share, not a phone number that they call.

[13:49] So when we say a telehealth call, it is a like a FaceTime through the app, right?

[14:00] So restaurant owner benefits, hallucinal benefits transform restaurant operations.

[14:04] So we've got lower turnover cost, the replacement cost per employee, staffing training, etc., plus lost revenue with lost employees.

[14:12] We've got a competitive edge because you have a better environment than your competing restaurants when you're fighting for the friendliest employee.

[14:21] Think about Chick-fil-A.

[14:22] There's a reason those are pleasant places to go have lunch because the staff is well taken care of and they reciprocate that loyalty, right, with doing a great job.

[14:34] And you're able to have better service quality.

[14:39] You can keep your staff so they're experienced.

[14:42] So the longer they stay, the better job they do, right?

[14:45] And you're going to get a superior customer experience with fewer errors, right, because you've got a higher quality person with more experience.

[14:52] Fewer sick days, virtual care means no waiting in rooms, faster turnaround, getting back on the floor faster, and predictable cost again, no surprises.

[15:03] All right, let's talk about HVAC.

[15:05] We've got a scenario of a lead tech, right, but a team leader feels a little fever in the morning before midday, so they're already at work, they're starting to feel bad.

[15:15] So normally, maybe they'd finish the job, go home, or take off the rest of the day, go sit in a waiting room, right?

[15:24] But with Illusional, they can pull over in their truck and have a 20-minute consult in between jobs.

[15:30] Get a script, keep their truck on the road for the next three $250 service calls.

[15:35] Can you imagine giving this scenario in a conversation to an HVAC company owner?

[15:41] They'll get it.

[15:42] They'll understand this is real world, right?

[15:44] So here's a talking point.

[15:45] And the result is you've now saved or kept a $750 billable day because your guy didn't have to go sit in a waiting room and waste everybody's time.

[16:00] So the benefits to the HVAC owner that you can quantify, go through these five points with that business owner, you can recruit better talent, you have legal services.

[16:14] This helps you with your contract disputes, liability issues, general business legal matters, instant ROI, if you have any questions, talk to a lawyer.

[16:23] $39.95 a month, you're covered.

[16:25] There's no minimums.

[16:26] This is perfect for HVAC shops, no minimum employee count.

[16:29] They could have 25 people, they could have two.

[16:32] They're tech workers, they're not excluded or prohibited, and it doesn't get more expensive if they're a smaller shop.

[16:39] This is perfect, perfect for small shops.

[16:41] You can reduce your downtime.

[16:42] Healthy technicians mean fewer sick days.

[16:44] You can only make money when your employees are at work in this kind of industry, keep your fleet moving.

[16:50] Business security, you can protect your customer data and company information with the included security monitoring.

[16:55] Secure your business practices in office with your private VPIN.

[17:03] Competitive advantage, most small HVAC companies don't offer comprehensive benefits.

[17:09] Stand out immediately and win the talent war.

[17:24] Okay, one second, let me get this right.

[17:35] Next up, landscaping.

[17:38] So present this scenario, this hypothetical, to a landscape business owner. So you lose 40% of your crew every winter.

[17:47] Re-hiring and training new guys in April cost about $1,500 per person.

[17:50] By offering a lusional year-round, the workers keep their family health care and identity protection active. They stay loyal to you.

[17:58] They don't go looking for a new job in the spring. They come back to the owner who takes care of them, right?

[18:03] It's just talking point. And the result could be up to $6,000 saved in rehiring costs for a four-man crew.

[18:10] Year-round benefits stay active for a very low price, and you can stand out from competitors so your guys don't go looking for a different job. So direct benefits to the landscape business owner.

[18:26] Transform seasonal workers into year-round loyal employees.

[18:29] This gives you competitive edge when hiring. Most of these companies don't provide any benefits, right? You improve retention.

[18:37] And this, you know, is echoing the same points.

[18:43] Experienced workers, not having to train them, you get better work done, you get better service, keep them year after year.

[18:51] And, you know, it's one headache that that business owner doesn't have to deal with.

[18:55] Attract better talent, quality workers, trues employers who take care of them, you can reduce the absenteeism.

[19:01] Same as with the HVAC situation, they can take an appointment in between jobs and keep on working so that those yards that they're maintaining and the projects they're working on don't fall by the wayside and you can continue to bill.

[19:16] And yes, I see here that legal services has cut off.

[19:21] It is the same as the benefits of the HVAC business owner.

[19:30] They're able to talk to a lawyer anytime.

[19:32] They don't have to hesitate and worry finding a lawyer and weighing the benefits of paying for those services.

[19:39] They can just get the legal help they need.

[19:42] Okay, okay, in the construction industry and this small cruise to large projects, a drywaller gets a minor eye irritation on site, okay?

[19:53] Without Illusional, they leave the site to find an eye wash or a clinic potentially stopping the whole crew's progress for the day.

[19:59] With Illusional, they have a 10-minute video consult, get immediate triage advice, and are back to work, right?

[20:05] Obviously, this isn't an in-office appointment where they can have their eye flushed, but they can get the advice of how to take care of it.

[20:14] They can be instructed and helped, and if a sanitizing eye wash or prescription needs to be called in, it into a doctor's office for simple care, simple advice like this, is a huge waste of time.

[20:29] Even if all they did was rinse out with saline on the telehealth call, they can be informed.

[20:34] Look, run up to CVS, grab this, flush your eye, you'll be okay, if there's a problem, then these are the next steps.

[20:41] So even if it is something that needs attention, they can get the advice to see how it needs to be escalated.

[20:49] So the result is avoided projected delays.

[20:51] Up to $2,500 in projected daily revenue, if you're keeping folks on the job.

[21:02] So talking points for the construction owner's benefit is massive turnover savings.

[21:07] There's an average 15,000 annual costs for replacing a single skilled tradesman.

[21:13] Retention is your biggest cost saver.

[21:15] Risk mitigation, immediate telehealth with access to triaging minor injuries, potentially avoiding costly workers' comp claims.

[21:23] Right, that's really going to resonate in the construction industry.

[21:27] I promise, my husband is in the construction industry.

[21:31] Family recruitment power standout instantly. Again, we offer full family benefits.

[21:36] A lot of folks in the construction industry, workers, they need that security and most don't have full coverage health care.

[21:47] So being able to take care of their family is a really advantage.

[21:51] My husband does offer this and they were very excited to receive these benefits and it was very cost-effective for my husband's company and his employees really reap the benefits.

[22:07] It was it was a big game-changer for a lot of them. Family stability.

[22:10] So construction workers value family security.

[22:13] I mean that's it's not just construction workers but yes covering their spouse and kids builds immense loyalty and I can speak to that from personal experience.

[22:25] Accidental death and dismemberment included is essential protection for a high-risk industry.

[22:30] This doesn't take the place of course of workers comp general liability etc but these families are aware maybe more aware than your average person that something bad could happen accidental deaths do happen.

[22:45] So being able to share this benefit to people who are hyper aware of the problem, that's another example of talking to them in their own language.

[22:55] This is a pain point that while everyone has it, everyone would benefit from accidental death and dismemberment, these families, these business owners, and these employees are sensitive to it.

[23:06] So it's a really impactful solution. So universal employee benefits.

[23:15] So regardless of industry, yes, 24-7 telehealth access, unlimited access to doctors anytime, anywhere, et cetera, is perfect for shift workers.

[23:24] So anyone who drives revenue for a business owner by being present and accountable and doing a task, reducing time in waiting rooms and keeping them healthy, preventing absences that will take them out of their ability to work, immediate, immediate ROI, okay?

[23:46] Family coverage included.

[23:49] If these folks have kids, sick kids, taking their kids to the doctor, this is an exponential benefit.

[23:58] Because even if your employee is well, if their kid is sick, they're going to miss work.

[24:03] They have to take their kid to the doctor.

[24:05] They have to take care of their kid.

[24:06] Keeping their family healthy, immediate ROI.

[24:10] Savings on prescriptions, tangible, makes sense.

[24:13] Mental health support.

[24:14] We live in a stressful world.

[24:17] These industries are stressful to work in and these times are stressful across the board.

[24:26] So keeping happy folks who aren't cracking under the pressure, universal benefit, right?

[24:34] There's zero cost to use.

[24:36] So giving these employees the ability to access this care without having to worry, having to make a decision, can I spend this money on self-care, or do I need to spend it on groceries?

[24:47] Taking that concept off the table so that they can just take care of themselves, you're gonna have happier, healthier employees.

[24:56] And bilingual support, yes.

[24:59] We have a wide array of languages available for telehealth providers.

[25:05] The patient simply selects, identifies what language they prefer to be connected with, what, the doctor that speaks that language, and they're able to, far beyond just French and Spanish.

[25:19] We have lots and lots of languages spoken.

[25:23] How much is the A, D, and D CoverCat for employees?

[25:28] It's $10,000.

[25:34] Okay, so universal business owner benefits.

[25:36] So regardless of the industry, these are benefits that directly affect every business owner when they sign up for Lutional, whether or not they have employees, the primary account owner is the business owner and so they get these benefits.

[25:50] So it's a recruitment magnet like we've talked about and a retention powerhouse, right?

[25:57] Get high-quality employees, keep well-trained employees, boost the productivity, keep your folks on site, keep your folks working, don't lose time to wasted hours in doctor's offices and we haven't even talked about this, people who neglect their health, a completely preventable illness, if they had gotten antibiotics on day one, instead of letting it escalate to day three or four, and now they're out for a week, right?

[26:25] The ability to get good quality care quickly, without having to consider the expense as a as a choice.

[26:34] I mean, it stings that in America, we have to choose our health versus groceries, feeding our kids, paying for daycare, getting gas in our car.

[26:43] But the reality for a lot of families is they have to make those choices.

[26:47] Making it so that they don't have to choose and they can stay healthy means they can keep working. There's zero admin burden.

[26:55] As a business owner, you don't have to do anything once you get set up, really.

[27:00] Inside the Illusional dashboard, the questions are what is the name, email, phone number, address of your employee.

[27:09] And once that gets set up, the email gets sent directly to the employee, the employee on boards themself, and all the business owner has to do is pay that 39.95 per month, it gets billed automatically, it's really out of sight, out of mind, and they get that constant benefit.

[27:26] Universal eligibility, nobody's getting declined for age, weight, pre-existing condition, et cetera.

[27:32] It doesn't matter if you're a U.S.

[27:34] citizen, if you have a social security number, none of it matters.

[27:38] Everyone is covered.

[27:39] It's full-time, part-time, seasonal, 1099, contractors.

[27:42] There's no exclusions.

[27:44] And there's no exclusions to the family extension.

[27:46] Nobody's checking to see if the spouse that's enrolled on that HealthSense account, if there's a marriage certificate.

[27:52] No one's checking DNA to see if the children, the dependents listed.

[27:56] Coverage is coverage is coverage for everyone.

[27:59] We wanna take care of everybody.

[28:00] And business defense, so protecting your livelihood.

[28:04] Again, hard choices sometimes.

[28:07] Do you make payroll or do you call a lawyer about a contract dispute?

[28:12] Now, you don't have to make those choices.

[28:15] You get legal service, data breach protection, cyber security, and so much more.

[28:20] So the universal benefits to the business owner are massive.

[28:25] So, illusional terms, employee benefits from a massive expense into a profitable investment.

[28:31] Question, Kenneth, with the legal benefits for the owner, do they get unlimited calls to a lawyer or just one call?

[28:39] I am not aware of any limits.

[28:41] I believe the services, they can only offer certain services.

[28:46] They're not going to take you to trial and defend against court.

[28:52] But the business legal advice, I do not that there's a limit to the phone calls, it is more on the scope of the services that can be provided.

[29:01] So the psychology of benefits.

[29:04] Why benefits drive loyalty deeper than salary, right?

[29:10] You put up with a lot of stuff if you're making enough money, but if you don't have to put up with as much bad stuff in your work environment, maybe you'll do it for less money, right?

[29:22] So if you can't afford to pay some huge salary to buy people off from a negative environment because you're creating a positive environment, that's a net win.

[29:32] So safety and security, fulfill the fundamental need for safety.

[29:37] Removing financial anxiety allows employees to focus on performance.

[29:41] We've talked a lot about today, choosing between groceries and taking care of your sick kid.

[29:46] It's a horrible choice to have to make.

[29:47] If you don't have to make that, think about the stress that it reduces in your life.

[29:53] If you're not worried about that, you can focus on your job, right?

[29:57] You don't have a sick kid at home because they were able to get antibiotics, because you could see a doctor or a telehealth doctor for zero dollars and then you've got a discount on the antibiotics.

[30:08] All of a sudden your kid's better and back at school and you're not missing work, or worse, leaving them with a babysitter while you have to work. Feel valued, right?

[30:19] When you know your boss cares about you and wants you to be happy and healthy, that's so much better than feeling like a mindless num- number, you know, on an assembly line. And reciprocity. Loyalty is a two-way street.

[30:33] It is earned by the employer and by the employee, right?

[30:39] Employers are loyal and take care of, or good employers do, the employees that show up and work hard for them.

[30:47] So this is a cycle.

[30:51] And an employee that feels taken care of wants to keep that job for one, but also when you have loyalty to your employer, you wanna do a good job.

[31:04] So benefits shift the employment relationship from transactional to relational.

[31:10] You're invested in each other, there's mutual care.

[31:14] For a family, how many illusional apps are allowed? Reggie, the answer is 8.

[31:19] That is the self, the spouse, and up to 6 dependents aged 2 to 26.

[31:27] So how do we overcome the objections? It's too expensive.

[31:31] So we're going to reframe the cost conversation.

[31:34] The myth is I can't afford to pay thousands per employee for insurance. You're absolutely right.

[31:40] Traditional monthly cost is over a Allusionals 39.95.

[31:45] The deductible for yourself, for all of your family members, it can be up to $5,000 or more per year.

[31:52] It's zero dollars across the board for Allusionals.

[31:55] Family coverage.

[31:56] If you offer insurance to an employee, you might be able to make it affordable, but you start adding in family, it doubles, triples, quadruples really, really fast.

[32:06] With Allusionals, everyone's included for the same price.

[32:09] So, your annual total, $6,000 is conservative, very, very conservative.

[32:16] With Illusional, you're looking at less than $500 a year.

[32:21] And the cost per employee, and this, honestly, I should have made this slide say cost per employee plus family, up to eight people is $1.33 a day.

[32:31] Less than a cup of coffee is a joke because I don't know where you can get a cup of coffee for less than five these days.

[32:36] Maybe if you make it at home, your own Keurig pod, right?

[32:42] But the benefits that you can, everything we've talked about today, when you think about it in the scope of $1.33 a day, that's just crazy.

[32:51] Let's see, I don't know what this was supposed to say.

[32:54] It got jumbled.

[32:56] So whatever that block was, we get the concept, right?

[33:00] So overcoming objections continued.

[33:02] My employees don't need benefits.

[33:04] My guys are young, healthy.

[33:05] They just want the cash.

[33:06] They don't use benefits.

[33:07] Why should I pay for this?

[33:08] And the data says otherwise.

[33:11] When you really talk to employees and don't just make the assumptions, 80% of employees would choose additional benefits over a pay raise, especially if the pay raise is only $40 a month.

[33:26] The employees themselves will see the benefits of this.

[33:29] A 60% report that benefits are a major factor and accepting a job offer, and four times, employees are four times more likely to stay if they are satisfied with their benefits. Think about that. I wish Medicare worked like this, Cat says.

[33:50] And oh, I'm too small. I'm just a little tiny business. I've only got three guys. Great.

[33:56] You know what? This is perfect. This is literally designed for you. We have no minimums.

[34:01] Most carriers require five to ten employees. We will enroll a group of one.

[34:07] If you are a sole proprietor, you own your own business and it's just you, dude.

[34:13] We'll cover you, your spouse, and up to six dependents.

[34:16] If you have a business license, you qualify, right?

[34:19] Level playing field, small shops can now offer the same big company benefits as their large competitors.

[34:30] It puts you on a, yeah, the playing field. You're no longer losing out because you can't come to the table with anything.

[34:37] And, you know, the zero admin aspect is massive. These folks don't have an HR department.

[34:43] Sherry's here with me.

[34:44] We work every single day to try to streamline and even better improve the onboarding process, but literally we ask for name, email, phone number, address, and then we take care of the rest onboarding the employees.

[34:57] If we can get the business owner through the seven minutes set up, the admin burden for taking care of their employees is completely over. They don't even have to write a check every month.

[35:10] It auto pays through credit card or ACH.

[35:13] So the winning response is actually that's exactly why we're talking.

[35:17] Most insurance companies ignore businesses your size but Illusional specializes in protecting teams of one to ten, right?

[35:27] They have their, they found their home to come to because we are built for them.

[35:36] This is all too complicated. I don't want to worry about it.

[35:39] Takes less than 15 minutes, right?

[35:41] Like I said, if we can get you through this, maybe seven minutes it takes to set up, we take care of everything.

[35:49] Business owner emails a unique enrollment link to their team. Honestly, this is outdated.

[35:54] They don't even have to email the enrollment link.

[35:57] It gets sent from the system when they us the email address.

[36:00] There's a two-minute form, basically name, date of birth, address on their phone, the employees, this is how they set up.

[36:07] Very quick form and then there's no medical questions, it's just information about the patient and then instantly coverage. Instantly covered, they have coverage.

[36:19] So from the minute they get the link sent by our system, they log in to the app, they set up their account, they can boom, be with a doctor in the next two minutes.

[36:27] This is zero admin promise. We handle the heavy lifting so you don't have to.

[36:32] There is no paperwork, there is no underwriting, and there is no waiting qualification period.

[36:37] I'm making changes to my fancy schmancy insurance right now.

[36:40] I told you at the end of 2025 we had to make some changes with Brian. I had to fill out a form and upload it. I now have to wait 14 days.

[36:51] My family does not have coverage for the next 14 days while they go through this ridiculous admin And then paperwork, I'm irritated.

[37:00] Luckily, I have a loose audience in the meantime.

[37:04] So messaging framework.

[37:05] Lead with the pain.

[37:07] Stop pitching a product.

[37:09] Start solving problems.

[37:11] Business owners are overwhelmed.

[37:13] They don't want to talk about benefits.

[37:14] They don't want to talk about spending money.

[37:16] They don't.

[37:17] They wake up.

[37:17] But they do wake up worrying about the turnover and the labor and the rising costs and missing work.

[37:21] And how are they going to bill?

[37:22] And are they going to complete the jobs they've scheduled, etc.

[37:26] So when you're talking to a restaurant owner, how many shifts do you have to cover yourself, right? Last month because someone called out or quit.

[37:36] How many times did you scramble?

[37:38] How many times did you let a cold or flu run rampant through your staff because someone didn't take care of themselves?

[37:48] Right?

[37:49] HVAC, are you currently turning down jobs because you can't find enough skilled workers.

[37:55] Think about that.

[37:57] Are you turning away work because you don't have enough people to do the work to collect those checks, right?

[38:06] General labor, what happens to your project timeline if your lead foreman gets injured off the job this weekend?

[38:14] And they can't get taken care of.

[38:16] So the pivot is what if I could show you a way to solve that problem for less than the cost of a daily cup of coffee?

[38:26] So emphasizing the return on investment.

[38:29] Shift the conversation from cost to investment to ROI.

[38:34] So the profitability, not insurance.

[38:37] Don't talk about premiums.

[38:39] Talk about protecting the business's bottom line from the high cost and not just a turnover.

[38:46] Turnover, lost revenue from folks no showing or leaving the job, et cetera.

[38:53] The cost of replacing one employee, think about times 10 if you lost 20.

[38:59] If you kept 20, the annual cost of the illusional program, far like tiny microscopic compared to the expense of replacing these employees.

[39:13] And the cost of inaction.

[39:14] What's it costing you right now to have an open position for three months?

[39:18] HVAC, how many more systems could you install in the past three months if you had kept that employee, that employee hadn't been sick, if you were able to hire a new employee, quantify the immediate return for the business.

[39:38] Cost of turnover one employee, call it five grand, annual program costs, 479.

[39:44] We're literally talking about a profitability return on investment of over $4,500.

[39:50] So, PowerScript.

[39:52] Mr.

[39:52] Owner, if this program prevents just one employee from quitting this year, you haven't just broken even, you've made 1,000% return on your investment.

[40:00] 1,000% return.

[40:03] And you can back it up with those numbers.

[40:05] So you can highlight the uniqueness.

[40:07] What sets Elution apart from the competition?

[40:10] I've shared with you all the telehealth benefits comparison chart.

[40:14] And that telehealth chart doesn't even begin to discuss the additional benefits, right?

[40:22] Death and dismemberment, the DPIN, the business owner, the legal, the da-da-da-da, just pure telehealth comparisons.

[40:32] The minimum employees, the business owner benefits aren't included in most other, not in traditional insurances, but even telehealth providers, they're not included.

[40:42] Family coverage costs multiplies by X the expense to both the employer and the employee if we're going with traditional insurance.

[40:51] Having the telehealth access, you know, some insurances are offering it now.

[40:55] My insurance with Brian does offer telehealth, but it charges me a deductible premium, et cetera, for the visit.

[41:04] Bilingual support, most places, you might get English and Spanish.

[41:08] We have English and Spanish plus so much more.

[41:11] And the enrollment process is a real big train, weeks of waiting and paperwork.

[41:15] I'm currently in that limbo right now, versus max 15 minutes online.

[41:21] Okay.

[41:22] Industry-specific coverage, AD &D insurance, cell phone protection, business security are built in. They're not add-ons. There's no additional expense for those.

[41:32] We're the only provider for micro businesses.

[41:34] Now, there are other solutions out there, but the package that Illusional has been able to put together at the price we put it for, there's no competition.

[41:43] There are other providers, but they don't do everything we do, and they definitely don't do it for the price we do And we do specialize in that one to 10 range.

[41:51] We can absolutely cover more, but we are built to take care of the small business.

[41:57] At Transparent Pricing, there's no surprises, no deductibles, no gotchas.

[42:01] It's $39.95 per employee per month.

[42:03] And we're the only provider offering these comprehensive benefits to protect the businesses, the employees, and their families.

[42:14] All right, so how we create urgency.

[42:17] Right, so you present the problem, but let's quantify it.

[42:22] Your first employee leaves, you're caught off guard, you're scrambling to cover shifts, this could cost you five grand.

[42:28] Your second employee, oh, the snowball effect, your best people see the writing on the wall, they leave, now we're at 10.

[42:35] New hires are slow.

[42:37] It's frustrating everybody, you're doing all this training.

[42:41] The folks that haven't left yet are picking up the slack from the folks who did, then the new people are annoying, morale drops, 15 grand.

[42:49] Now we're in crisis mode, desperate measures.

[42:52] We're doing bonuses, bribing, overtime, losing customers.

[42:56] We're at 20 grand expense.

[42:58] If you wait, by the time you realize that this is a problem that you could have solved, you're at a 20 grand.

[43:07] 20 grand deep in turnover, productivity, lost revenue, problems, morale, and a time-consuming problem that's been three months.

[43:17] You're three months behind the ball.

[43:19] But if you act now, invest in retention, prevent the cascade of losses, $479 a year per person, per year, less than 500 bucks.

[43:34] So that's a great slide.

[43:35] And yeah, I'm gonna give you all these slides.

[43:38] So your sales conversation flow.

[43:39] So let's do some role play, right?

[43:43] Open with pain, ask about their biggest challenge.

[43:45] Let them tell you what problem you need to solve to sell them.

[43:51] What's your biggest challenge right now?

[43:52] Turnover, finding good people or something else, right?

[43:56] You're speaking their language.

[43:57] You know that they have a problem.

[43:59] These are the common problems.

[44:00] Let them identify what you hone in.

[44:02] So your script is to quantify the problem when you're diagnosing.

[44:06] So your script, if you lose one employee, what does that cost you in recruitment, training, loss of productivity, loss of revenue, right?

[44:13] Let them tell you the dollar amount that you're gonna use in your conversation.

[44:18] Now you present a lutional as the answer.

[44:20] So, okay, so you just told me it cost you $3,000.

[44:25] So what if you could offer this comprehensive benefit for less than $40 a month per employee?

[44:31] That's how we help small businesses compete for, retain their talent.

[44:36] Okay, so they've thrown out the number of $3,000.

[44:39] Let's say you get to come back with under 40.

[44:43] They're gonna feel that chasm of difference in expense.

[44:47] Now you present the ROI math.

[44:49] For a 10 person team, it's less than $4,800 annually.

[44:53] If this prevents just one turnover, you can save up to 10 grand a year.

[44:58] That's a 200% return.

[45:00] These are huge numbers.

[45:02] They're impactful numbers.

[45:03] They're easy to comprehend numbers, but they're also true.

[45:06] This is not inflation, because remember again, they gave you the numbers that they're comfortable working with when we're doing that math. Address concerns with data.

[45:18] So if they if they have questions you have you have the information here's what other owners in your industry found.

[45:28] So make sure when you're talking to HVAC restaurants etc that you have these industry standards, use numbers that they give you, and have apples to apples comparison in your data when you go in to speak with them.

[45:43] And then let's close, let's get the commitment.

[45:45] So let's get your team covered.

[45:46] I can have you enrolled by end of business tomorrow.

[45:49] And you can even say end of business today and go through the onboarding process with them.

[45:54] I know Sherry has sat with business owners and literally over their shoulder helped them complete their purchase and go through their business setup, enrolling their employees.

[46:06] Honestly, I think it took 10 or 15 minutes max and that's with being chatty and walking them through it.

[46:14] So if you're having that conversation live, I highly recommend hand-holding them through the close.

[46:24] Okay, so here's a restaurant owner conversation we can practice with.

[46:28] So, hey, lots of restaurant owners keep telling me good staff is the hardest part.

[46:33] How many shifts did you cover yourself last month because someone quit or called out, right?

[46:38] Because that's what business owners do.

[46:40] When you run a restaurant, if all else fails, the buck stops with you, right?

[46:46] So they don't want to be out there waiting tables.

[46:49] So this is definitely a pain point that you can hit with.

[46:51] And so the restaurant owner may say too many, I lost three servers last month, I can't afford big raises, margins are tight.

[46:57] So hey, replacing one server costs about three grand, right?

[47:00] We can help reduce that turnover with benefits price at only 39.95 per month.

[47:05] And benefits, my staff is young, they just want cash, I don't have time for all that paperwork, right?

[47:10] I don't see the benefit of this, right?

[47:14] And that's where you can talk about how the employees prefer the benefits over raises.

[47:20] We handle enrollment and paperwork.

[47:21] You don't have to do anything.

[47:22] Your team signs up on the phone in minutes.

[47:25] Here where you're saying most employees prefer benefits over raises, this is where you say it's only $40 a month for employees.

[47:33] They'd rather have this than 40 bucks because 40 bucks isn't enough to make a big difference, right?

[47:40] That's why this plays so hard and well.

[47:43] While the statistics tell us people want benefits over raises, but you know what?

[47:46] I can see a 23 year old server saying, I just want the money, I'm fine, right?

[47:51] It's only 40 bucks.

[47:53] The value exceeds the price.

[47:55] So really, it's that easy?

[47:57] What does coverage include?

[47:58] And then that's when you can hit them with the telehealth, the mental health support, especially if their folks are young and healthy, then the mental health is, you know, Therapy's big right now, right?

[48:11] Accidental insurance, accidental death, family coverage.

[48:14] Hey, I can send a quick overview.

[48:16] We can enroll your team by end of the day.

[48:18] So what worked here?

[48:19] We started with a pain point, the turnover, not the product.

[48:24] We quantified the cost of inaction, right?

[48:26] We identified how much it is costing them to lose those employees.

[48:31] We addressed that my staff is young, objection with data.

[48:35] Emphasized zero admin burden.

[48:38] Small business owners don't want to deal with that.

[48:40] And we close with a clear next step, a call to action.

[48:48] Yep, this one's cut off too.

[48:49] I'll read it to you.

[48:51] So practice scenario, HVAC.

[48:52] Hey Mike, many HVAC shops say hiring and keeping techs is brutal.

[48:57] How about you, right?

[48:58] Is this something that you're suffering from?

[49:00] This is a common problem in your industry.

[49:02] Do you have the same problem?

[49:04] Yeah, I got two spots open and I'm waiting on a list of jobs waiting.

[49:09] The good guys get poached by big firms.

[49:12] So right, so he's telling you, I am losing money because I can't keep good workers.

[49:17] So right, so if you could keep the best tech, what's that worth to you?

[49:21] Recruiting, lost revenue, I mean, that stuff adds up.

[49:23] What's one good tech work?

[49:25] And they'll tell you, man, up to 10 grand.

[49:28] Training takes months.

[49:30] I lose tons of money on every missed job, right?

[49:32] Fantastic, they're giving you the tools to make this deal work, right?

[49:36] So hey, you could offer this benefits package, help with retention, it's under 40 bucks a month, less than 500 a year.

[49:45] Would you pay $500 a year to save that $10,000 expense, right?

[49:52] And HVAC might say, what?

[49:54] I thought benefits cost thousands.

[49:55] My crew's young and healthy, we don't need that, right?

[49:58] Well, it's about them feeling valued.

[49:59] Benefits make the employer of choice, make you the employer of choice and protects your business too, right?

[50:06] If I have five guys, that's like 2,400 a year.

[50:09] Keep one and I'm already ahead by 1,000.

[50:11] So here we see that the HVAC, you know, they start to sell themselves.

[50:13] When they see the benefit, they'll do the heavy lifting on a sale for you, right?

[50:17] Exactly.

[50:18] It's an investment in retention.

[50:20] I can enroll your team quickly, take the burden of the administrative work off of them.

[50:25] So frame benefits as a retention investment that prevents turnover, emphasize ROI and competitiveness in the trades.

[50:33] That's what's cut off, all right, if you're talking to a landscaper, hey Sarah, every spring you rehire and retrain the same crew, how much time and money does that cycle cost you, right, or if you could keep your core crew year after year, what would that be worth?

[50:56] Recruiting, training, loss, productivity combined, okay, what if you could offer benefits, health, family, support for under 40 bucks a month per person, Less than $500 a year, right?

[51:09] Yeah, this shows you value them.

[51:11] When they need care, compare employers, they're gonna pick the company that had taken care of them, it's cut off.

[51:20] Right?

[51:21] So there's a call and response here.

[51:28] These landscapers lose about half their crew over the winter, cost them about four grand per person to recruit.

[51:33] The crew's seasonal, why would benefits matter to them?

[51:36] And with an eight core crew, it could cost upwards of $4,000 a year If that keeps even two from leaving, the savings exceed the expense.

[51:47] So turnover here has a clear cost in these industries.

[51:51] Position your benefits as a small annual investment that secures core crew loyalty and reduces rehiring expenses.

[52:03] And construction business owner.

[52:05] So I work with construction companies.

[52:07] Keeping skilled workers is incredibly tough.

[52:09] How has that been for you?

[52:10] Position yourself as aligning, understanding your business.

[52:13] They're going to say, brutal.

[52:14] And I know that's true.

[52:15] I lose good people to bigger firms, right?

[52:18] We have the poaching issue because those folks have benefits.

[52:20] Maybe they can offer, they might not offer more money, but they offer more benefits.

[52:24] And then training takes months, projects get delayed.

[52:27] So what if you could also offer benefits, but make it affordable, right?

[52:31] Health, family protection, business security, all for under 40 bucks per month.

[52:36] All right, okay, they're interested, it's appealing.

[52:38] But all my crew are 1099, like they're not W-2.

[52:42] Maybe they're not, you know, can you cover them?

[52:47] Absolutely, yes.

[52:48] We cover W-2, we cover 1099s, we cover seasonal workers, and that is universal coverage that sets you apart, helps you retain that talent.

[52:56] So you can frame a lutional as a retention tool that's affordable universal coverage that helps keep trained crews and reduces turnover costs.

[53:03] Another point to this is when those traditional insurance costs, remember, it's not just costing the business owner a of that policy expense, the employees carry half or more of the total cost of that policy.

[53:20] It comes right out of their paycheck.

[53:22] These benefits are completely beneficial, right?

[53:28] There's no hit to the employee to 99 WTO.

[53:34] It doesn't matter that 40 bucks is covered by the business owner in these scenarios.

[53:38] And so there's no hit to their paycheck at all.

[53:41] It's only upside for the employees.

[53:48] So our key takeaways, restaurants have high turnover.

[53:51] That's the top pain for restaurants.

[53:53] Position benefits as retention, not a cost.

[53:55] HVAC and construction, skilled labor shortage is critical.

[53:59] Benefits win the talent race because folks are getting poached by those big conglomerates, right?

[54:05] Landscaping, seasonal turnover.

[54:06] It's predictable, but what if you could retain your talent?

[54:09] Don't waste your time finding new folks, training them, et cetera.

[54:12] So, and our sales approach, lead with the pain.

[54:17] Let them tell you what hurts.

[54:19] Ask about turnover.

[54:20] Ask about the cost.

[54:21] Avoid pitching the product first.

[54:23] Find out what's the problem that you can solve, and then quantify it.

[54:27] Have them state the cost to create the urgency.

[54:31] They can't argue with the value if they have set the anchor point price, right?

[54:37] Then show the ROI.

[54:38] If they've told you the price is $10K per turnover, one prevented turnover, boom, just became a 10X return.

[54:47] And they set that up for you.

[54:49] Your competitive advantages across the board on all of these industries is there's no minimums, single employees, other competitors, usually, especially standard insurance plans require five or more.

[55:05] This includes business owner benefits, the legals of cyber and security, et cetera.

[55:11] It's a turnkey process.

[55:12] We take care of everything.

[55:14] If there is a big firm, we will even onboard, we'll just take a list of the employees, we'll do it for you.

[55:19] I will personally, Sherry knows, we will type them in for that business owner.

[55:24] We will do the lifting and transparent pricing with no surprises.

[55:27] It's $39.95 per month per employee, their whole family, there's no hidden fees, no gotchas.

[55:32] So, your action plan, where do we go from here with these high value target niches?

[55:43] So review the Illusional Benefits Package, familiarize yourself with all of the benefits and the messaging and practice the pain discovery questions.

[55:51] Getting the business owner to tell you what hurts so that you can fix it is key.

[55:56] Now build your target list, identify 5 to 10 businesses in your niche that fit the profile 1 to 20 employees, right, so simple.

[56:04] Start with these four niches.

[56:06] Find local businesses around you that are on the smaller side.

[56:12] Research them, Google Maps, Yelp directories, LinkedIn, Facebook.

[56:18] A little bit of research can go a really long way to personalizing that conversation.

[56:24] Schedule the pain discovery calls.

[56:26] Reach out and set an appointment.

[56:30] My slides, oh no.

[56:31] Present the solution like we talked about.

[56:33] we've got all the talking points on these slides and I'll share them with you.

[56:36] Close it and roll. Do it for them. Stand by their shoulder. Walk them through it.

[56:42] If they'll stay on the phone with you, tell them that you'll help them and then that'll get the deal closed. You won't even have to wait for a follow-up call.

[56:53] Once they go through the ACH or credit card process, then it'll roll right through the enrollment and if you can help them through that, boom, You've made a rock-solid customer.

[57:04] And then track and refine your results.

[57:05] As these conversations happen, you're going to get some no's.

[57:08] No's have just as much value, a different kind of value, as a yes, because a no will tell you what's not working, and you can shift and pivot.

[57:18] So your first call is the hardest.

[57:21] Do it as soon as possible.

[57:22] Make it this week.

[57:23] You've got the messaging, you've got the framework, and you know the ROI, so you can go close your first deal.

[57:29] Right?

[57:30] These are helpful.

[57:31] Thank you, Guy.

[57:32] All right, he just logged off.

[57:34] He was just saying goodbye.

[57:35] Bye.

[57:36] I know, I'm sorry that some of this stuff is cut off.

[57:38] On the slides I print for you, I will, I'll make sure it's all shown.

[57:42] So I'm not gonna read through all of this.

[57:46] This is my resources.

[57:47] I know we're right at 12.

[57:48] Thank you guys for hanging with me.

[57:51] So here we have, so this is resources support for you to contact.

[57:56] I'm going to give you the deck, et cetera, et cetera.

[58:00] And let's see, questions for discussion.

[58:04] What's on your mind?

[58:16] So I jumped, shoot.

[58:18] So having these answers, like be prepared, these are things that your potential customers might ask you, right?

[58:29] And this is stuff that we are going to follow up on.

[58:33] These are overcoming objections that be on our next training, right?

[58:36] How do you enroll your first customer?

[58:39] What's the timeline from the first call to enrollment, et cetera?

[58:41] How do I pitch?

[58:43] What's the biggest pain point?

[58:44] So we're gonna keep talking about these niches, niches deep diving on our next week.

[58:52] And so these are some of the questions that we're gonna talk about.

[58:55] And you have everything you need to win.

[58:57] So you're not selling insurance, you have a unique solution and you're solving a real problem.

[59:06] So, I'm going to get these slides published for you and get them in the members area.

[59:10] I think we didn't have a lot of questions going through.

[59:13] Can you add a slide that shows how this can work and be combined with current regular insurance?

[59:17] Yep.

[59:17] Kenneth, that's a great idea.

[59:18] We can do that.

[59:19] Commission clarification.

[59:20] I sign up an association.

[59:24] I sign up association A. A signs up association B. Is it correct that A would… No, Dan.

[59:31] If you sign up an association, the association can sign up members.

[59:36] They cannot, there's not a daisy chain of other associations.

[59:41] If you sign up an association, they earn $3 for every customer that signs up through their link.

[59:48] You earn your full commission. Are you platinum? So you're seven. So you'll get seven, they'll get three.

[59:54] There's no further downline.

[1:00:00] I don't understand the A and the B and the dollar and the two dollars, etc.

[1:00:04] So, no. You sign up an association, you get seven, they get three, there's no further commissions, okay?

[1:00:10] If the employee is here, but their spouse kids aren't here, but have the app on the phone, would this work for them?

[1:00:17] Here, meaning the United States, yes. Anywhere in America.

[1:00:23] Alita, you're very welcome.

[1:00:25] What does the accidental death and dismemberment cover pay?

[1:00:27] $10,000 per incident.

[1:00:30] You can check out the telehealth comparison chart because it's different for business owner and employee, but all of those numbers are there.

[1:00:36] Do we have pricing comparison for prescriptions like GoodRx, et cetera?

[1:00:40] I don't have that information.

[1:00:43] For associations, groups, et cetera, Illusional sales team will call businesses if this association allows it, correct?

[1:00:48] Yes, Randy, correct.

[1:00:50] Employee here, family not in the U.S., the providers are U.S.-based, so all of the service is only for U.S. folks.

[1:01:01] They don't have to be legal residents, but they do have to be physically in the United States.

[1:01:07] All right, everybody, I want to thank you very, very much.

[1:01:09] I have another call I have to jump on, and I'll get this recording published for you and in the members' area, and we will share the slides.

[1:01:17] Is there a PDF of the comparison chart that we can print Jessica?

[1:01:20] I think you can right-click save as PDF I haven't built it on a PDF. It's kind of big, but I'll work on that for you.

[1:01:27] See what I can do Alright everybody.

[1:01:30] Thank you so much Have a fantastic day and we'll see you in the Facebook group if you want to keep talking about anything And if not, we'll see you next week. Have a great one. Bye. Bye