It's a couple of things that we can do here.
I would say the most important is like every manager has a responsibility to
talk to the reps and create a Career Path.
And I do the same for my managers being the director of the, of the region.
We check that we have a Pat and we understand what are the expectation,
what are the goals where the person wants to be in the future? And with that,
we create plans together. We hold the rep, the manager accountable,
eh, and the manager under the withholding manager. Director accountable on this.
What we plan to do is like the skills,
what his skills are already built in order to keep nurturing those a little
further, what skills are needed. And then we start providing,
and we suggest different people to do mentor activities.
We also have a great benefit that helps,
but that we pay for some tuition if this is personal development.
So we pay for that president of Development.
We incentivize you to go outside to the market and fight for things that can
help you do that.