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What’s your formula for paying crews per job?
Hey everyone — looking for some input from other home service business owners. I run a home service company doing window cleaning, gutter cleaning, house washing, Christmas lights, permanent lighting, and gutter guards. I’m looking into switching to some form of piecework or per-job pay for our crews and wanted to see how others structure it. For those of you paying per job, how do you calculate it? Do you base it on a percentage of the job, expected labor time, or something else? And roughly where do you start your guys at as a baseline? Any insight or examples would be really helpful. Thanks in advance!Are you hiring for hands, or for long-term leadership?
Ever since we created a career ladder/org chart, we ask quarterly via survey how happy our team is. The majority of ours repeatedly state they wish to grow with the company and make it a career. However, our culture is extremely quiet. Thoughts?What is one task you finally delegated, and wish you did sooner?
Let's talk about getting help. How did your business evolve? When did you start delegating? Was it a great employee that could do more, or was it just burn out as an enterpreneur? I always want to learn and grow and what I love about this community that there are so many great responses. Let's learn from each other. How did you decide to delegate tasks, work and duties?How do you reduce employee turnover in a cleaning company?
For reference, we have a team of 20 technicians and our average employee lifecycle is just over 1 year. We offer PTO, ETO, and 401k with flexible hours for scheduling. We pay competitive wages and they’re solely through commission. Our culture is protected by the senior techs and leadership team and the feedback we receive is that former employees feel like it’s a big family. Thoughts?What’s one thing you do to make your employees feel valued?
What’s something you do that makes your employees feel respected, supported, and appreciated? And want to stay with your company? In this episode of Masters of Home Service, Savannah Revis and KellyGuerrero talk about what happens when more women step into leadership roles in the trades. They share: Why empathy doesn't mean lowering standards, it builds loyalty How respect inside your company snowballs into better client experiences Why strong work culture (not just pay) is what keeps employees long-term Never miss an episode of Masters of Home Service. Subscribe on Apple, Spotify, or wherever you get your podcasts.
What hiring tactic has made the biggest difference in building your team?
Here I am 17 years in and still working on my hiring strategy, process etc. I am often reminded that you need "the one thing/idea/process/strategy" to be successful at something. What is your one thing with regards to hiring that really worked for you?
