What behavior do you tolerate that’s quietly costing you revenue or reputation?
As we’ve grown, the biggest thing we’ve had to confront is tolerating inconsistency in service quality, especially from newer team members. Even small things (missed details, slower communication, or not fully following SOPs) can quietly impact client trust and retention over time. Individually, they seem minor. But at scale, they affect: Client experience Referrals and reviews Long-term revenue We’re learning that what you tolerate becomes your standard so tightening accountability, training, and follow-through has become a major focus as we scale.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?What Features Would Be Helpful for Dealing with Subcontractors on Your Team?
Subcontractors can be a powerful way to grow your service business—but managing them smoothly takes the right tools. From scheduling to paperwork to payments, things can get complicated fast if you're relying on spreadsheets or text threads. Here are a few key ideas to kick off the conversation: Insurance Certificate Tracking + Expiration Reminders Making sure your subcontractors are insured is a no-brainer—but keeping track of their certificates and renewal dates can be a hassle. A built-in feature that stores insurance docs and sends automatic reminders before they expire would help keep your business protected and organized. Built-in Payment Processing for Subcontractors Paying subs quickly and clearly is essential for maintaining good relationships. Imagine being able to approve their invoices and process payments right through Jobber—no more chasing emails or juggling payment apps. Subcontractor Availability Scheduling Knowing when your subs are available is half the battle. A shared calendar where subcontractors can input their availability would make job assignment way easier and help avoid scheduling conflicts before they happen. What would you like to see added to help manage subcontractors better? Drop your ideas in the comments—👇Upsides and downsides of hiring a summer helper?
I am thinking about hiring someone to help me in the busy season and the idea of a high school kid as a summer job sounds like a promising idea. I wouldn't have to pay them a crazy salary, they are like sponges with information and they are typically more physically full of energy. I wouldn't be able to send them on their own, but they could help me get a few more jobs done in a day. I am wondering if anyone has tried this and what would be the pros and cons of doing it?
Delegation & Hiring for a Maintenance-Heavy Landscaping Company Trying to Scale
I’ve been looking into accountability charts and delegation after listening to the Jobber podcast where they talked about this, but I’m not sure where to begin. Right now I’m still heavily involved in day-to-day residential maintenance landscaping operations—quoting, scheduling, managing crews, and even some marketing—which makes it hard to step back and focus on growing into larger/higher earning project work beyond maintenance. For those who’ve gone through this at a similar stage, what responsibilities did you delegate first—and to whom? Also, what was your first key hire that really helped free up your time to focus on growth? Any practical guidance would be great.
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!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 is one task you finally delegated, and wish you did sooner?
Let's talk about getting help. How did your business evolve? When did you start delegating? Was it a great employee that could do more, or was it just burn out as an enterpreneur? I always want to learn and grow and what I love about this community that there are so many great responses. Let's learn from each other. How did you decide to delegate tasks, work and duties?How do you reduce employee turnover in a cleaning company?
For reference, we have a team of 20 technicians and our average employee lifecycle is just over 1 year. We offer PTO, ETO, and 401k with flexible hours for scheduling. We pay competitive wages and they’re solely through commission. Our culture is protected by the senior techs and leadership team and the feedback we receive is that former employees feel like it’s a big family. Thoughts?
