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philcastello's avatar
philcastello
Contributor 2
22 days ago

How do you handle unreliable employees in a home service business?

Hello! I run a Home Remodeling & Handyman business, and we're excited to share that we've recently expanded to include a Cleaning Division. We've noticed that in our area, many folks are eager for jobs but sometimes lack the commitment to follow through.

How do you navigate this challenge? We've already offered competitive pay, which is quite high for our area, yet issues like poor communication, missed appointments, and subpar work still pop up.

I'm curious to hear how others have managed similar situations and what strategies you've found effective—whether it's offering career growth opportunities, enforcing strict communication policies, or even increasing wages further. Any advice or ideas would be greatly appreciated!

cleaning
construction
finding employees
general contracting
general hiring tips
handyman
operating procedures
salaries
subcontracting

2 Replies

  • tylerpotter's avatar
    tylerpotter
    Contributor 2
    21 days ago

    Adding filters in the hiring process has helped me. I'm not sure if you're talking about 1099's or W2's, but in regards to W2's, after I get resumes, I send them a 30 minute behavioral and cognitive assessment that gives me a bearing on who they are and their raw skillset. It's a great tool for me since I already have figured out what the best candidates would look like on paper for the role I want. It also is an amazing filtering piece. Even if I like their resume, if they don't take the assessment then I never even meet with them. I send it after I review the resume and prior to the first in person interview. 

    Having ways for them to filter themselves out of the hiring process reduces the probability of getting people like that. Another thing I've done is earlier on the process, I'll send them a text to setup a phone call interview. I'll confirm a date/time that works for them and I'll make sure to set it at a specific time like 10:15 or 9:45. Then, I'll make sure to call them on the dot. If they don't answer then I mark that on their resume. This one isn't a deal breaker because life does happen but if someone doesn't prioritize the phone interview then something else is taking priority over their job and if it's not justifiable then they just filtered themselves out of the hiring process.

    One more thing, I found this book based on the theory of constraints. It really helps in structuring your thinking process of how to evaluate ideas and dig into any assumptions or company policies that may be  restricting from a better outcome than what you're wanting. I've used these thinking processes to help a lot with my own business.

  • HUGEHandyman's avatar
    HUGEHandyman
    Jobber Ambassador
    20 days ago

    One thing we do, is if they want their full hourly rate, we require them to be on time, upload before after pics in to jobber, and upload notes. If they miss any of those things, their pay is reduced by $5/hr. Now my people aren't min wage so we have that flexibility. In Gusto I set it up as a bonus (also if they are sick or vacation pay, I don't pay the DYJ bonus rate. I'm not trying to take advantage, I give them lots of other perks). 

    So if you can't show up, no sweat off my back. You don't get your pay. 

    The other thing is you have to be militant about documenting these thing. You HAVE to write up everything. Sucks but it's a part of the game. We are located in California and this state makes it hard to fire people and not get sued. 

    Another thing, if they are in their probationary period, it's a zero tolerance policy for the things that are important to you. I have guys that haven't been late in 8 months. You just started two weeks ago and are already late. Fire that person and set the precedent.