What are dealbreakers for keeping someone around?
We had a situation where we had a manager that was really good with clients, but was always 5-10 minutes late to appointments, and he struggled with using jobber (frustrating because jobber is so easy). So he was good face to face and the actual management of jobs but those two things he just couldn't grasp. Sooo I let him go after trying to work with him on it. Too harsh? I felt like you could be the smoothest person ever but if you can't do the basics, it was going to lead to trouble down the road. I'd love to hear your opinions on different things you won't compromise on outside of the obvious ones (drinking on the job, being unprofessional etc).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’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?How to make sure you don't let the right people walk away?
I know a lot of good technicians and salespeople in my industry because I have been doing this so long. I have a dream team in mind in my head that I would love to put together for my own business and would love to one day make that dream a reality. I am just not there yet. I am not in the place where I can support myself and someone else! As I watch these people I know are amazing, tell me that the company they are with undervalues them and over works them, I just think about how their expertise and personality would set my business to the next level. And when I am ready to hire them they are not willing to come anymore? How do you make sure that these people could still be called on at any minute to come and join you and build something special together?How do you keep your crew motivated and paid when work slows down?
Every year, that slow season creeps up on us. One minute the phones are blowing up, and the next it feels like the world goes quiet. When jobs slow down, keeping your crew busy and positive can be a real challenge. I’ve tried different things over the years. Training days, cleaning up the shop, and even team outings just to keep morale up. But the truth is, it’s hard when the pipeline dries up. How do you keep your team motivated and paid when things get slow? Do you cut hours, find smaller projects, focus on marketing, or use the time for business planning? I’d love to hear what has worked for you and how you turn downtime into momentum for the next busy wave.
