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.
Feeling Stuck in the Busy-But-Broke Zone – How Did You Break Through?
Hey folks, I’m hoping to get some insight from those of you who’ve already muscled through this phase of business. I’m currently in that painful zone where the jobs are coming in steady—so much so that I’m completely maxed out—but the numbers aren’t quite adding up to confidently bring someone else on board. I’ve got the workflow, the drive, and the service quality dialed in, but when it comes to scaling by hiring help, I feel like I’m staring at a wall I can’t quite climb. The catch-22 is real: can’t afford help without more time, and can’t get more time without help. For those of you who made it past this threshold: - What did you do to shift the equation? - How did you find the confidence (or capital) to invest in that first team member? - Any creative pricing or scheduling tactics that helped balance the load in the meantime? Appreciate any stories, hard-learned lessons, or nuggets of advice. Trying to work smarter, not just harder.
Pay for performance in Lawn Care and Landscaping - has anyone been successful?
I know this has been talked about many times, but I'm thinking about re-visiting this option. How have you structured your pay for performance when you have crews that do totally different things? For example- we have some crews that just do lawn maintenance (bi-weekly grass cutting, weed eating, etc), and other crews that do 'projects' (french drains, hardscapes, etc). And some guys that float between the different crews. My brain cannot conceive metrics that would be equitable for both groups. Would we have a different set of metrics for each type of crew? A different set for the grass cutting crew vs the projects crew? What are some examples of metrics that you have successfully used? How did you measure or track them? I think I'm just 'stuck' on how to even get started. I've looked at so many conversations on this that my brain is in overload. Can someone give me a hand here? Can I just see your metrics? Help. Please.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?
First Key Employee
Hey everyone, we have a remodeling company and made my first big hire and I don't think he's the right fit. this employee is very expensive and does not produce enough for the company. What are some questions I should ask to my next hire that would help weed out the good from bad. Thanks!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?
Hiring Strategies – What’s Working for You?
Hey everyone I’m currently expanding my team at Prestige Impact Center, and I’d love to hear from fellow business owners and recruiters: What platforms or strategies have worked best for you when it comes to posting job ads and attracting serious applicants? I’ve used traditional platforms like Indeed and Facebook groups, but I’m noticing mixed results — either too many unqualified applicants or not enough engagement at all. I’m especially interested in remote, customer service, or virtual assistant roles, if that helps narrow it down. Here’s what I’m trying to figure out: Best platforms for getting motivated and reliable applicants Tips for writing job ads that stand out and actually get responses Any niche sites or community-specific boards worth trying? Would love to hear what’s working for you — or even what’s not! Thanks in advance — Prestige Impact Center
