Podcast discussion: Stop Using Org Charts. Use This to Grow Faster.
Do you have any thoughts, stories, or feedback after listening to the episode? Comment below what stood out to you most! 👀 🌟 Do you have a system for keeping your team accountable? How is it working for you, and what impact has it had on your service business? 🌟 How do you empower your team to make decisions without running every little thing by you? What’s worked (or not worked)? Episode Overview Most business owners think they need an org chart. But what many really need is accountability. In this episode of Masters of Home Service, Forrest Derr—Fractional COO and owner of Derr Consulting—joins host Adam Sylvester alongside his client, business owner Jerry Jackson, to show how to structure your team so everyone knows exactly what they’re responsible for. You’ll learn how to cut daily chaos, reduce unnecessary calls, and hit your business goals faster. Show Notes: [01:31] The #1 leadership mistake service business owners make [02:09] Accountability vs. organizational charts: what’s the difference? [02:46] How an accountability chart cut 80% of Jerry’s calls [03:28] Real-world examples of accountability in action [07:34] How to empower your team to make decisions [08:28] The $500 vs. $50K decision-making rule [09:37] The “barrel of monkeys” ownership trick explained [12:57] What to do when someone’s in the wrong role [13:48] Using the “GWC” method to evaluate employees [16:34] Why your team needs a clear “North Star” to stay aligned [18:24] Building positions based on outcomes, not people 🚀 Want to put these tips into action? Download our free, customizable accountability chart template. Never miss an episode of Masters of Home Service. Subscribe on Apple, Spotify, or wherever you get your podcasts.
Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?We Hired for Skill & We Got Burnt.
When I first started hiring, I focused on work ethic and skills. We all look for the 3-5 year guy in the field. That’s how I saw every other electrician hire. Until we’ve trained side-by-side with leaders from the Ritz Carlton, studied what world-class hiring really looks like, and built our own system to bring it into the trades. But after years in the field, and now in my own electrical contracting company, I’ve learned that’s not enough. The trades have a people problem because we skip the part that matters: Character. Trust. Vision. And it’s how we filter now. What do you all think?Everyone Wants to HIRE the “3–5 Year Guy” — But Why?
Once again, contractors are falling into the same pattern. I keep seeing posts on Instagram that say: “Must have 3–5 years experience.”What do you guys think about this? Here’s my take: It’s because most people want someone they can toss straight into the field. No training. No culture building. Just go-go-go. But that’s how we end up with more bad hires than good ones. Here’s the truth: Hiring talent doesn’t fix broken systems. If you don’t know what problem you’re solving — even the “perfect” hire won’t help. So I made this visual graphic to help. This is how I think through hiring when I know I’m ready to grow. What are your thoughts?Poll: Safety Training
Hey everyone! I've been in construction as an employee for 15 years, been doing small home repairs and renovations as side jobs for about a decade. I'm also an authorized OSHA construction industry outreach trainer, and teach NYCDOB Site Safety Training courses through a local partnership and I'm currently developing a new approach to safety training specifically geared towards the Jobber-type market. My question to all the Jobbers out here is, aside from actual job skills training, do you participate in safety training? Yes, I am (and any employees are) Safety trained I took an OSHA or similar class a long time ago I'd love to but it's too expensive and time-consuming Safety Training, what's that? For those who don't, what's the main reasoning behind skipping out on safety training? I'm interested but it's too expensive and time-consuming I've been doing this forever and I'm pretty safe anyway I don't have enough employees to "have to" do it, so I don't For those that do have safety training, how do you feel about it and why? very important! only did it to lower my insurance cost only did it because customers ask about it/like to know I have it useless I'd love to hear what the Jobber community has to say about it! Sincerely, Melissa Melissa Purdy Owner/Operator Safety City LLC mailto:SafetyCityLLC@gmail.com http://www.SafetyCityLLC.comYou Don’t Need More Hours — You Need the Right People
Everyone says they want to grow — but few are willing to let go. The inbox, the content, the sales follow-ups, the backend bugs — they hang onto it all, thinking it’s the only way to keep control. I get it. I used to do the same. But over the last 9+ years, I’ve built and scaled businesses by doing the opposite: building a remote team I trust, and getting out of their way. Not just “virtual assistants” — real professionals. People who run content, sales outreach, client communication, systems, software, and everything in between. They don’t just lighten the load. They raise the bar. This approach has been a game changer — not just for saving time, but for building momentum that actually lasts. It’s what I’ve been doing successfully for nearly a decade. If you’re wondering where to find this kind of talent, how to train them, or how to make it actually work long-term — drop your questions. Lets talk!
