I've had several former employees start their own cleaning businesses over the years.
Personally, I don't get too worked up about it. Most people see the cleaning part of the business every day, but they don't see the sales, marketing, hiring, payroll, scheduling, client issues, bookkeeping, compliance, and everything else that comes with actually running a company.
A lot of the time, they're out of business within a few months once they realize what ownership really requires.
For me, the bigger concern wouldn't be that they're starting a business. It would be whether it's affecting their performance, availability, or commitment while they're still employed by you.
If they're still showing up, doing great work, and honoring their responsibilities, I'd have an honest conversation about expectations. If their business is bleeding into the workweek and impacting their role, then that's a performance issue that needs to be addressed.
Support the ambition, but protect your business.
I think you probably need to look at what performance based incentives you have or could have to make it an awesome place to work. I would probably echo the sentiment that you should just look at their performance and make sure to document any calling off, showing up late, etc in case you have to let them go and you don't want them to collect unemployment off you.
I literally had this same situation happen to me. Honestly, I encouraged it. My situation was a little different because they were going to do it out of state but we should want the best for the people we are shepherding. They want to bet on themselves, I would encourage it. As long as they aren't taking customers which would be lame but honestly your business should be too rock solid to loose significant business to someone who used to work for you.
I agree 100% It always works out the way it’s supposed to as long as you just focus on your business, treat people right and keep doing right by your customers.
