CO-HOST | Make Money in a Gen Z Job Market (Without Getting Stuck)

Summary

Podcast Summary: Travis Makes Money

Episode Title: CO-HOST | Make Money in a Gen Z Job Market (Without Getting Stuck)

Host: Travis Chappell
Guest/Co-host: Producer Eric
Date: March 19, 2026

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Episode Overview

This episode tackles the challenges and misconceptions surrounding Gen Z’s role in today’s volatile job market. Host Travis Chappell and his co-host Eric engage in a frank, often humorous discussion about reports that Gen Z employees are frequently let go early in their careers, and debate whether this is due to generational failings or broader shifts in the workplace. They dig into the realities of workplace expectations, leadership's responsibility, the evolving definition of career success, and how Gen Z (and everyone else) can thrive today—potentially outside the traditional 9-to-5 path.

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Key Discussion Points & Insights

1. The Viral Headline: Gen Z Turnover

• Discussion Start: [04:50]
• Travis reads a headline: “60% of companies fire Gen Z employees within months of hiring" and notes the cited reasons include lack of motivation, initiative, communication, and professionalism.
• Travis immediately contextualizes this as a recurring generational narrative:

  “This happens all the time when a new generation comes into the workforce. ...It felt like there was this exact same pushback where it was like, millennials just don’t...they’re lazy.” — Travis [04:54]

• He emphasizes that negative stereotypes about young workers have been repeated for decades—a new generation simply means the workplace must adapt.

2. Is Gen Z Really Different—or Is the System Broken?

• Main Segment: [08:15]–[13:26]
• Travis argues the core issue isn’t a “broken” generation but rather a system in need of evolution.

  “Does it mean the system is broken or does it mean that Gen Z is broken? ...It’s probably not that just an entire generation of people are broken.” — Travis [09:34]

• He identifies COVID-19 as a unique disruptor, noting that two formative years of missed socialization may have delayed some young people’s professional growth.
• Both hosts suggest the solution rests with companies adapting their management and leadership strategies to harness Gen Z’s passions and skills.

3. Entrepreneurship & The New Career Path

• Entrepreneurship Topic: [09:54]
• Travis introduces the concept of “fractionalized entrepreneurship”—a career model where young people pursue flexible, self-driven income streams without chasing billionaire status.

• “People are going to start realizing that...I could work for myself and make 80k...and control my own schedule and do stuff that fires me up. I just think this generation is going to be much more motivated by passion or impact, things like that.” — Travis [10:15]

• This trend is positioned as a rational response to traditional workplace dissatisfaction and inflexible structures.

4. The Buy-In Problem (Not a Work Ethic Problem)

• Motivation Discussion: [11:00]–[12:42]
• Eric notes that Gen Z hustles hard—just not always within traditional workplace frameworks.

  “The work ethic’s there...they’re not buying into the thing.” — Eric [11:40]

• Travis echoes this, emphasizing that most generations have always struggled with new recruits acclimating to workplace culture.
• The hosts highlight a growing misalignment: today’s young workers see alternative, more rewarding paths (influencing, entrepreneurship, remote gigs) and simply don’t want to settle for jobs that don’t align with their values.

5. Career Advice and Limits of Loyalty

• Practical Segment: [13:40]–[19:13]

• Travis reads practical advice for Gen Z from an industry advisor: ask questions, seek feedback, volunteer, etc.

• Eric critiques this advice, sharing personal experiences where going “above and beyond” at a traditional job yielded diminishing returns after a certain point:

  “I got a raise...and I kept doing all these new things...then after I got my second raise, my manager said, yeah, that’ll probably be your last raise for a little while. ...my brain just clicked where I was like, I’m done.” — Eric [15:53]

• Both agree: in today’s market, company loyalty is rarely rewarded. Instead, workers often get the best pay bumps by job-hopping.

  “Annual raises for people who stay in the same role are often only about 2 to 5% per year...some analysis of external job changes cite average increases around 10 to 15%.” — Travis [21:06]

• Eric relays a story about a former manager who smartly negotiated to always earn a set amount above minimum wage with each increase—a practical tip for negotiations.

6. Generational Adaptation Is Key

• Big Picture Wrap-Up: [22:19]–[23:13]
• Travis underscores that the job market is undergoing rapid change, with reskilling and upskilling becoming essential.

  “There’s going to be other available paths...the next decade is going to be a crazy amount of reskilling, upskilling, and the job market’s going to look wildly different in 10 years than it does right now.” — Travis [22:55]

• The takeaway: “I just don’t feel that like, oh, we’re all doomed. The new generation doesn’t want to work. ...It’s probably, like you said, more a leadership problem than it is just a...this overall generation sucks.” — Travis [23:06]

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Notable Quotes & Memorable Moments

• “Work ethic is almost never the problem.” — Travis [11:38]
• On “Feeders” (Comic Relief):
  • Eric: “Apparently there’s guys who have a fetish where they fatten up their partner...they’re called feeders.” [01:58]
  • Travis (joking): “So you’re my little feedy.” [03:08]
• On buy-in vs. tradition:
  • Eric: “They're making the job easier for the leader that's making a lot of money...and then they’re stuck. ...Like, the advice is great, but also...in today’s job market where, like, companies don’t reward loyalty. ...You got to keep an eye out for yourself first.” [18:43]
• Gen Z will ‘figure it out’:
  • Travis: “They’ll find some way to work and make it happen. ...They’ll maybe take the influencer path. Maybe they’ll take the...fractionalized entrepreneur path. There’s going to be other available paths.” [22:19]
• On raises and job mobility:
  • Eric: “One of the things that happened to me was I would get a raise and then minimum wage goes up, and then I'd be like, oh, I'm almost making a minimum wage again...so negotiating that, too, where it's like, you stay at a certain threshold above is good, too.” [21:58]

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Practical Tips & Takeaways

• For Gen Z:

  • Don’t buy into gloom and doom headlines: workplace friction with new generations is nothing new.
  • Traditional loyalty is risky; be prepared to jump companies or negotiate smarter to increase pay.
  • Seek alternative, entrepreneurial income streams (“fractionalized entrepreneurship”) if standard jobs don’t satisfy.
  • Keep building flexible, portable, and passionate skill sets as the job market continues to shift.

• For Employers/Leaders:

  • Don’t blame the generation—adapt your leadership and organizational practices to better integrate new perspectives.
  • Motivating young workers may require entirely different incentives and management structures than past generations.
  • Buy-in is everything: connect work to larger impact and values to retain engaged employees.

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Must-Listen Moments (Timestamps)

• [04:50] — Travis reads the viral headline; initial reactions.
• [09:34] — The “is the system or generation broken?” debate.
• [10:15] — Travis outlines the “fractionalized entrepreneur” trend.
• [11:38] — Assertation: “Work ethic is almost never the problem.”
• [15:53] — Eric’s transition point: the end of company loyalty.
• [21:06] — Job hopping pays: stats on switching jobs vs. staying.
• [22:55] — Travis' forecast on upskilling and future job market.

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Tone & Energy

The episode features Travis and Eric’s signature friendly banter, candid storytelling, and down-to-earth humor—especially in their opening foodie jokes and “feeder” mini-rabbit hole. Both hosts maintain a motivational but realistic tone, focusing on empowerment and practical advice instead of fear-based narratives.

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Conclusion

Travis Makes Money’s March 19 episode delivers an honest, nuanced look at the challenging realities of entering today’s job market as a young worker—without falling prey to negative generational stereotypes. Travis and Eric blend humor, fundamental truths, and actionable wisdom on how to find meaningful, profitable work in a changing world. Whether you’re Gen Z, a manager, or simply seeking better ways to earn, this episode insists: adapt, advocate for yourself, and don’t fear charting your own path.

Transcript

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[Travis]

You're listening to the Travis Makes Money podcast presented by GoHighLevel.com for a free 30 day trial of the best all in one digital marketing software tool on the planet. Just go to gohighlevel.com travis what's going on, everybody?

Welcome back to the Travis Makes Money podcast where it's our mission to help you make more money. Today on the show, my producer Eric is in studio. What's up, man?

[Eric]

What's going on? I am so excited to be here today with you here in studio.

[Travis]

You know, I'd be more excited if you'd let me do the intro music because that pumps me.

[Eric]

And I'm so excited because in about five minutes, McDonald's is switching to the lunch menu and you and I are about to try the viral Big Arch burger.

[Travis]

Big Arch.

[Eric]

And it honestly does not look appealing, but you and I are gonna just.

[Travis]

I really am curious about trying the

[Eric]

product, the pro, the meat product.

[Travis]

The meat.

[Eric]

That's my favorite thing is when you go to a barbecue and they're like, what kind of product you got on the grill? Don't call it that. Yeah, don't call it product.

[Travis]

It's not a good move.

[Eric]

Just one more point of order before we get into the episode. I bought you very delicious chocolate cookie. Did you eat that last night?

[Travis]

I sure did.

[Eric]

Was it good?

[Travis]

It was delicious.

[Eric]

Those chocolate chips, bless God, they just really touched me.

[Travis]

Slap.

[Eric]

Oh, man. They do. They call those the Will Smith cookies because they slap.

[Travis]

That's right. Eric's always trying to fatten me up when he comes over.

[Eric]

Yeah.

[Travis]

He's like, do you, do you want something? And I always say no. And then he was like, oh, I got you something.

[Eric]

You know that's a fetish. Is not mine.

[Travis]

I was going to say, wait, what?

[Eric]

You're like, I'm not eating anything else you bring me. No, I. Apparently there's guys who have a fetish where they, they fatten up their partner and they call it. They're called feeders. Interesting, right?

[Travis]

I don't know.

[Eric]

Or is that something that someone Just told me feeders. That is a real fact. Check, feeders.

[Travis]

Feeders fetish.

[Eric]

Hold on now. I need to check because I feel like maybe that's something I read to a tongue twister. Feeders. Yeah, yeah, yeah. Oh, oh. I went to Urban Dictionary, and that's a different.

[Travis]

Just take a. Just take a violent turn.

[Eric]

Oh, no. Feeders. Hold on now. I'm actually. We may need to cut this fattening. Oh, okay. Yes, yes. Feeders are individuals, often in a sexualized con context, who derive pleasure arousal from encouraging partners known as gainers or feedees is to gain weight frequently by providing large amounts of food. This dynamic involves feeding, watching, controlling the eating process with motivations ranging from sexual desire to themes of dominance and dependency.

[Travis]

Wow.

[Eric]

So I'm trying to see. So you're my little feedy.

[Travis]

My feedy.

[Eric]

And I'm gonna feed her. I'm gonna give.

[Travis]

That's a wild title.

[Eric]

I'm gonna doordash you a cookie at late at night. Like, can you. Can you FaceTime me? Anyway, where are we at now?

[Travis]

Dip it in the milk.

[Eric]

Not that purple top milk. You know, that red top, that whole milk. I want that RFK approved raw milk. Yeah, yeah. Let me watch you eat that. It's made with beef tallow. Yeah.

[Travis]

So off the rails already.

[Eric]

RFK is watching you. A beef tallow fry from Shakes Steak and Shake.

[Travis]

We're two minutes in.

[Eric]

Oh, man. Oh, God. Okay, so anyway, so today to talk about Gen Z employees. So

[Travis]

that's a great.

That's a great transition.

[Eric]

So recently a relevant magazine posted an article about Gen Z employees. Let's go ahead and pivot.

[Travis]

Yeah, hard pivot.

[Eric]

Hard pivot to that. What's your fetish is you're a podcaster and they're the listy, the listener.

[Travis]

I guess.

[Eric]

I guess you like them to listen to the thing. Anyway, I have. So here's. Here's the article. This is bad. Is this. This is the worst start to an episode ever.

[Travis]

Or the best.

[Eric]

Or the best.

[Travis]

Hear me out. Or the best.

[Eric]

I do feel like these are probably the most polarizing pieces of content you put out.

[Travis]

People.

[Eric]

People listen and go, I'm repelled. Yeah. By this.

[Travis]

This is obnoxious. Or I'm having fun to this.

[Eric]

All right, So I want you to go ahead and read this headline and give your immediate reaction.

[Travis]

Okay. 60% of companies fire Gen Z employees within months of hiring. A recent national poll of manager cited recent college graduates lack of motivation or initiative as the top reason. With their lack of communication and professionalism close behind. Immediate reaction is that this happens all the time when a new generation comes into the workforce. I feel like it's just that there's a big gap between the generational ability to communicate effectively, I think. So I, at least I felt like this when millennials were sort of coming into the workforce. It felt like there was this exact same pushback where it was like, millennials just don't. They're lazy. This episode of the show is brought

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[Travis]

they don't like to work and whatever. And now it's sort of, you know, Gen Z's not motivated or they don't take initiative or they're not professional. I just think it's going to be a matter of give it a little bit of time. And, and also I think it's also that the job market at large is really difficult right now. I had a actually a jobs expert on the podcast a couple days ago and she was talking about how the job market's really tough right now. So I don't even know if this would be completely accurate in terms of like just Gen Z. I assume this probably happened. Like there's probably large turnover for multiple jobs generational age groups. But yeah, my initial, my initial thought is like it's, it's, it'll fix itself. It's not like Gen Z is just never going to be able to work. I, I do. I, I do remember reading a study that there was something about Gen Z's ability to communicate professionally that that was something that was like the first time that it's been worse in a new generation than, than the like the first time in history that it's been worse for new generation. But also unprecedented thing happened while they were like in the middle of high school which was Covid. So sort of like if you take two years away from school and socializing and things like that, then it might have put you behind the, the eight ball a little bit. So. But yeah, I don't like when I

see stuff like that.

I don't think that it's like a problem with a generation. I Just don't think that that's going to be the case. I think that they're just probably going to figure out a new path forward which is probably going to work out better for them in the long run. Like, is like, does it mean the system is broken or does it mean the Gen Z is broken? You know what I mean? It's probably not that just an entire generation of people are broken.

[Eric]

You know, it's like it's over. That's a wrap on society.

[Travis]

Exactly. It's like, oh, they're just going to figure something else out. It just means that people either need to adjust their workforce to be able to bring in this generation and help them work effectively or it just means that. What I think what is more likely to happen is that more people are going to take the path of entrepreneurship because it's just more accessible. But I've been calling it sort of fractionalized entrepreneurship because it's not necessarily that everybody's going to go start the next billion dollar brand. It's just that people are going to start realizing that like, oh, I could go work for this company and make 50 grand a year pulling levers and not being an important or integral part of the team or I can work for myself and make 80k, you know what I mean, and have a VA and take home 72k and control my own schedule and do stuff that fires me up. I just think that this generation is going to be much more motivated, passion or impact, things like that. So they're going to be less okay with just like getting involved with the company for the sake of collecting a paycheck, which is like, is that a bad thing? Probably not. Just means there's going to be a big adjustment moving forward. Yeah.

[Eric]

Like when I read stuff, I always go one. I think like if you're a leader of a company, it's. Some of it falls on you too. Like, like communicating with what values? Because. Because that's the best thing I always go back to is like, I know everyone goes, Gen Z just wants to be. Or yeah, Gen Z just wants to be social media influencers and they just want to be this and they just want to do that and they want to do their own thing. And it's like so clearly the work ethic's not the problem.

[Travis]

Yeah.

[Eric]

Like if they're spending 30 hours on Saturday, you know, and Sunday cutting and piecing together some YouTube video or whatever, it is like the work ethics there. It's like, how do you get them.

[Travis]

Work ethic is almost never the problem.

[Eric]

Right. Yeah, it's, it's, they're not buying into the thing. And I think there is, there is a, I think you're seeing on social media especially but like there is a dissatisfaction with like the state of like the world and the economy and like the way that the workweek is structured. But I think also like it makes sense that people are seeing especially when they've been able to work from home from 2020 to 2022 and now there's employers hiring saying like we expect you to be in an office 40 hours a week and clock in CL, you're done with your work, stay here, find something else to do. Like it makes sense. There's people that are disinterested in that

[Travis]

lifestyle when they know that there's another option available.

[Eric]

But also too like you said, I think every generation probably goes, you know, a college grad at their first job, like real job.

[Travis]

Yeah.

[Eric]

Is probably going to have some learning, you know what I mean? Like I think some of this is self fulfilling prophecy too where it's like yeah, yeah, I hired these Gen Z kids because we got to get some new young blood in here but they're probably going to be lazy and like

[Travis]

well and, and it's the ego of the older generation too to, to come in and just say like well they're going to have to figure it out and do our way, you know what I mean? And it's like well it's not necessarily, it's like each generation like it's, it's a new puzzle to solve sort of, you know what I mean? Like to be able to get the best work out of this particular type of person. It's a different personality type, it's different context, they have different perspective on the world. So you're not going to be able to use the same motivational levers that you pull previous generation. You're just going to have to figure out how the new generation likes to operate and then build systems that, that help prop them up, you know, I mean like, like, like you said, it's rarely ever a work ethic problem and that's going to exist in every generation. That's not just going to be an entire generation of people who are like I don't want to work, it's buy

[Eric]

in, it's buy in problem where it's like I, I believe in what we're doing. Right, well go, yeah, go ahead and read if you, if you can go ahead and read this if you're able to read now if you're able to see this. I zoomed in for you. You can read the actual caption article.

[Travis]

With 6 in 10 recent graduates falling short of expectations, a recent survey from intelligent of nearly 1,000 U.S. managers found Gen Z's shortcomings could shape how companies hire future graduates. One in six bosses said they're hesitant to hire college grads again. One in seven said they may avoid hiring them altogether next year. Three quarters of companies surveyed said some or all of their recent graduate hires were unsatisfactory in some way. Employers top complaint was a lack of motivation or initiative cited by 50% of leaders surveyed. Bosses also pointed to Gen Z being unprofessional, unorganized, and having poor communication skills as top reasons for firing new hires. Leaders said they've struggled with practical issues as well, including being late to work and meetings, often not wearing office appropriate clothing, and not using language appropriate for the workspace. There's still time for course correction, at least according to this person.

[Eric]

Say it.

[Travis]

I don't know how to say.

Intelligence Chief Education and Career Development Advisor. Take the initiative to ask thoughtful questions, seek feedback, and apply it to show your motivation for personal growth. Growth. Build a reputation for dependability by maintaining a positive attitude, meeting deadlines and volunteering for projects, even those outside your immediate responsibilities, which is basically just generic career advice.

[Eric]

Yeah, thank you for the. Being a Chief Education and career development advisor. I. You know what, And I will also say I think this is something that like pisses people off. I would say in volunteering projects outside is this idea that like, and, and I'll, I'll say this specifically from myself when I was, when I was working for like an actual company where I was doing 40 hours a week. The. I like it. It was annoying when you realized that like. Well, I can say, I can say from experience. So when I first got there, I had that mental, like ministry mentality where it's like, I'm gonna do everything. I'm gonna go above and beyond. I'm gonna go, you know, but I'm gonna do as much as possible. And like, it was rewarded. I got a raise and I was like, I'm definitely gonna keep doing that. And then I got another raise and I kept doing all these new things and like doing things. Like I was hired to post on social media and then it was like, I basically started doing video advertisements and going out and filming stuff.

[Travis]

Copywriting?

[Eric]

Yeah, like, yeah, copywriting. Recording radio ads. Like writing the radio ads each month, coming up with the themes. Like, it was a pretty crazy amount of stuff. And then after I got my second raise, my manager said, yeah, that'll probably be your last race for a little while.

[Travis]

Yeah.

[Eric]

And I immediately was like, okay, mentally, mentally, my brain just clicked where I was like, I'm done.

[Travis]

Right.

[Eric]

And.

[Travis]

But then what happened when you came to work full time?

[Eric]

For me, my brain clicked and went,

[Travis]

I got to get out of here. No, but I mean, didn't they offer you.

[Eric]

Oh, yeah, yeah, yeah, yeah, yeah. One of the managers, I was confused which thing I was like. Marvel Television's Wonder man, an eight episode series now streaming on Disney. A superhero remake.

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[Travis]

Action.

[Eric]

Simon Williams audition for Wonder Man.

[Travis]

I'm gonna need you to sign this. Assuming you don't have superpowers.

[Eric]

I'll never work again. If anyone found out.

[Travis]

My lips are sealed.

[Eric]

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[Eric]

Yeah, I did a good job. No. Yeah. And then when I left, yeah. One of the managers was like, what if we could get you like a six figure salary?

[Travis]

What if we could double? Like the thing we're already at the ceiling, the thing that we said before. Yeah, scratch that. Now that you're actually trying to leave, we want to pay you what you're actually worth to us.

[Eric]

Right. And so, yeah, so. But it was one of those things that were like, I was willing to do that if it was rewarded. But what I noticed from talking to other people around the proverbial water cooler, the Red Bull fridge at work was, was like, people would get asked to do these extra things, especially they finish their tasks for the day. It's like, oh, now go do this or go do this extra thing. And there's a sentiment which is usually True Is that, like, you see the people that are doing everything and like, they're not getting promotions.

[Travis]

Yeah.

[Eric]

They're not moving to a next level. They're not going. Like, they're making the job easier for the leader that's making a lot of money.

[Travis]

Right.

[Eric]

To be able to leave early.

[Travis]

Yeah.

[Eric]

And then they're stuck. So I do think that's one of the things. Like, the advice is great, but also I think there should be the advice of, like, in today's job market where, like, companies don't reward loyalty. Like, you got to keep an eye out for yourself first. Like, you also have to recognize that we're past. Like, I'm sure your grandparents talk about, like, yeah, I worked for the company. I was there for 50 years. And then I got my pension and I left. And it's like, that's not most companies now. And most companies now aren't lasting 50 years.

[Travis]

And you'll actually get penalized. Go to Perplexity real quick and see how much money, how much more money somebody makes if they're willing to move from one company to another company.

[Eric]

Also, it's 1045, so if you'd like the big Archburg, I can. We can pause and order now.

[Travis]

Okay. Feeder.

[Eric]

Oh, my gosh, dude. Wait. Can I show you something? So I was in. While this is loading, talking about people not wanting to work. When I was in South Carolina, when I was in South Carolina, I was at McDonald's working because I was the only place in town that had good WI Fi. And I would sit there sometimes and they'd be interviewing people or doing job training for like, new because their turnover was crazy. There was a guy there, not Gen z, probably like 45. And you could tell he was like. He was like, bad attitude, didn't want to be there. I get it, bro. But he was like, they're like, you got to do this.

[Travis]

He was being trained, not interviewed.

[Eric]

No. Yeah, he's being trained. It was like day one and he showed up and they're like, you're not wearing the stuff that you're supposed to wear, the uniform and all that. And like, he basically. And then like, you haven't filled out this form, like, was not doing you in the bare minimum, at the most bare minimum, entry level job. And they said, and you need to wear one of the visors. They have the McDonald's visor. And he was like, it just stuck with me. He said, I'm not wearing one of those visors. And looking like I came from San Francisco or Something. And it was just such a weird thing. I was like. I just pictured San Francisco as a bunch of like. Like people just walking around. Visors is a very weird thing to have issue with. But anyway. Perplexity. Ding. It just finished. Typical increase range. Many sources put the average race from switching jobs in the 5 to 15 range. That's a. That's a good little increase, huh?

[Travis]

Yeah. Some analysis of external job changes. Site average increases around 10 to 15% compared with staying put. Annual raises for people who stay in the same role are often only about to 5% per year at many employers.

[Eric]

I will say one thing. My manager worked into her raise agreement was pretty smart.

[Travis]

What do you mean? She.

[Eric]

Allow me to tell you. So she got a raise. I don't know. Whenever she got her raise, before we had this conversation, she worked into her deal that she would get a certain percentage raise every time minimum wage increased so that she would always be a certain amount above minimum wage. Yeah, I forget what it was. It was like, it wasn't a lot. It was like. I think it was like a couple bucks or whatever.

[Travis]

Some percentage.

[Eric]

Yeah. But I was like, that's smart, too, because one of the things that happened to me, and this is, again, practical advice if you're negotiating a race. But one of the things that happened to me was I would get a raise and then minimum wage go up, and then I'd be like, oh, I'm almost making a minimum wage again, you know, and so negotiating that, too, where it's like, you stay at a certain threshold above is good, too.

[Travis]

Yeah. But, yeah, you have to ask. You got to ask for the raise, and you have to be willing to be nimble and move around. But, yeah, I. When I see headlines like that, though, I just don't. I don't feel that like, oh, we're all. We're all doomed. The new generation doesn't want to work. You know, it's like they'll figure it out. They'll find some way to. To work and make it happen. They'll maybe take the influencer path. Maybe they'll take the, like I said, fractionalized entrepreneur path. There's going to be other available paths. And especially right now with, like, the next decade is going to be a crazy amount of reskilling, upskilling, and the job market's going to look wildly different in 10 years than it does right now. So I don't. I don't view that as something that's like, oh, you know, doom and gloom. What are we going to do now.

[Eric]

Right.

[Travis]

And it's probably, like you said, probably more a leadership problem than it is just a. This overall generation sucks. You know what I mean?

[Eric]

Right. Right. Well, I think that was a really good episode. McDonald's menu is up the big arch. Do you want the meal combo or do you want.

[Travis]

You're such a feeder, bro.

[Eric]

Hey, my little feedy, do you want to. Do you want to do a little combo? Doing a combo with french fries?

[Travis]

No.

[Eric]

Do you. Did you know the McDonald's french fries aren't vegetarian?

[Travis]

What?

[Eric]

They use some kind of meat in their oil.

[Travis]

Is that true?

[Eric]

Yeah. Anyways, do you want. Okay, so on this, it comes with big arch sauce. Crispy onions, slivered onions, pickle shredded lettuce.

[Travis]

Just give it to me exactly how they get it.

[Eric]

Exactly.

[Travis]

Yeah. All right.

[Eric]

And then do you think. Do you think Jackie. Jackie. You think Jackie will want one?

[Travis]

No.

[Eric]

Okay. What about.

[Travis]

She can have the rest of mine after I take my one bite.

[Eric]

You have company come over.

[Travis]

One bite. Everybody knows the rules.

[Eric]

You have company over. Do you want any more?

[Travis]

No.

[Eric]

Why is this $12 for one burger? For a big arch. Do you want a cookie or anything? Chocolate chip cookies.

[Travis]

Stop it.

[Eric]

Wait. Have you ever had the chocolate chip cookie tote?

[Travis]

Yes, because they're all fresh.

[Eric]

Oh, I accidentally sent one to your house.

[Travis]

That's the difference, remember? Oh, yeah.

[Eric]

I door. I. I doordashed to the. Your address instead of mine.

[Travis]

Yeah.

[Eric]

And you just got a little gift basket.

[Travis]

I did.

[Eric]

I like to treat my feedies well. All right, let's go ahead and close out. I'm about to feed Travis so much, and he's gonna love every second.

[Travis]

We're a little taste test.

[Eric]

I'm gonna love watching.

[Travis]

All right, all right. Listening. Remember, money only solves your money problems, but it's easier to solve the rest of your problems with money in the bank. So let's start there. Here on the Travis Makes Money podcast. Thanks for tuning in. Catch you next time.

[Eric]

Peace.

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