Developing Stronger Employees/Crews

Not if the employee is hired and used correctly.

If you’re booked solid for a week, hiring someone to help out will allow you to finish quicker and free up more time to sell/book more work. As the guy’s skill set improves the two of you will be moving faster which will free up more time for you to sell/book more work in any one week.

In other words, today a full week may be 25 jobs, but with a helper, a full week will be 35 or more jobs plus free time to sell and book more work. Thats a 40% increase in work/profits.

I’m saying free time to look for and sell work is more valuable than having the work, the helper gives you this free time.

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So for those of you in my position (several crews 4-5 employees) or those ahead of me (lots of crews 5+ employees) what is working for you as far as keeping employees on point with your procedures, systems, etc. I like the suggested idea of having training materials (videos, handbooks, etc) and then having them take a test on it. Repetition with crew leaders is important IMO.
Obviously when you have employees there are 2 things you have to assume.

#1 they are never going to do the job the way you would
#2 problems are going to and will happen

and lets face it, in our industry the “perfect employee” does not exist

“Scaling up” has been recommended to me, its on my amazon list. Any other training/managing tips/ideas that are willing to be shared?


Hey Kyle I like this book a lot. There’s a chapter that explains the problem that we all face. Namely, when we need them more than they need us.

Sent from my iPhone using Window Cleaning Resource


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Thanks Steve, I got it on my list

[MENTION=8635]Kyle Stafford[/MENTION] DUDE!

I am doing this as we speak. Well, in between my squeegee time and spending time as a single father with my son, and maintaining another hat I wear.

I am creating course ware so the new hire goes through a complete classroom training with videos, visual aids, tests and certifications. If they do not pass the tests they have to retake until they get it. After they go through the courses, only then they are allowed to touch equipment. Then they have to set up thier channels and rubber themselves. They set up everything themselves, practice heavily before entering the field with a trained technician. At this point that tech is ME This way I am the final exam in the field. If they screw up while riding with me for two weeks. I will make them go back through the training from the start until they get it right.

The training I am talking about is for…

Window Cleaning Technicians - Squeegee
Window Cleaning Techs - WFP
WC TECH Residetial
WC Tech Commercial
Sales Reps
Appointment Setting and Scheduling
How to do an estimate.
What to do if… (Training on the 10 most common occurrence of problems and how to handle with a quickness.)

I am doing this for myself, but when I get done if you want to take a look and critique… That would be cool.

Maybe you can get some ideas for yours! Just a thought.

I am willing to look over anything. Do you have voxer?

Nope.

I am hip… but not that hip…

I have text messages and a phone though… I know… old school…

520-488-0608

FYI… if you use that number. You may want to text. I live so far out I can barely get signal half the time in my own home. I have Xfinity Internet and for some reason I can’t figure out how to re-provision the modem to allow wifi dialing from my phone and chrome cast to work proper.

Just saying

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This has been a good read

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https://closethejob.clickfunnels.com/pages/1h8w1uo8j2zp8g0z/preview?cachebuster=defa970d722f3193bdd2835dff2e3979

was skimming through older threads this morning… unfortunately I still havn’t overcome these issues

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I don’t have any employees, hell, I’ve use a helper once in 8 months, but it seems like #4 may be holding you up. I’m not saying vice versa but if you hire the folks that “need” to work instead of “want” to, seems they’d listen better.

I wish. I think the culture you create, the positive/negative communication you give, the example you set… all are bigger than Money and Incentives. I am honest and genuine with my crew too.