Great people are the livelihood of any successful cleaning company. Without the proper
talent and people in place to support your customers cleaning
requirements you will be doomed for failure. You have a responsibility
as a business owner to provide and create an environment for success.
Think about your last place of employment. Did you participate in an orientation session and/or new-hire training before you began your responsibilities or did you start your job and were thrown right into the fire? It always surprises me when the leadership of a cleaning company doesnt view this step as an integral part of the hiring process. If you want to get the most out of your cleaning staff, dont you think you need to establish expectations, targets for success, reinforce roles and responsibilities, etc? Let me share with you a true story that I will never forget. I went to meet with a client that was unhappy with their cleaning company. After meeting with the client, I stopped by and spoke to the cleaning staff to get a perspective. Since they were not wearing any uniforms I asked them what cleaning company they worked for. Can you believe there response was, “I dont know? I was just told to be here today at 7AM and that is what I did”. This is a perfect example where leadership is setting their people up to fail vs. succeed. Invest the time upfront with your staff in order to provide them a context of what is expected of them and what they can expect from you the cleaning company.
Reward and recognition is a practice that is not a luxury anymore but a necessity. In a competitive industry such as cleaning it is critical that we keep our cleaning staff motivated and hungry to be more productive and service oriented. By implementing a monthly or quarterly recognition program you will see a vast difference in performance and attitude. Who doesnt like to be rewarded for their efforts? I suggest you tailor your recognition program accordingly to what the specific person may be interested in. For example, in our cleaning company we have many individuals that want to learn the English language or be more dominant. We have established partnerships with local agencies where we pick up the tab for the English course that is offered. The employee is ecstatic because of the opportunity, and at the same time we are helping them achieve a personal goal. Be creative and customize and tailor your recognition programs accordingly.
for more
thejobideas
Think about your last place of employment. Did you participate in an orientation session and/or new-hire training before you began your responsibilities or did you start your job and were thrown right into the fire? It always surprises me when the leadership of a cleaning company doesnt view this step as an integral part of the hiring process. If you want to get the most out of your cleaning staff, dont you think you need to establish expectations, targets for success, reinforce roles and responsibilities, etc? Let me share with you a true story that I will never forget. I went to meet with a client that was unhappy with their cleaning company. After meeting with the client, I stopped by and spoke to the cleaning staff to get a perspective. Since they were not wearing any uniforms I asked them what cleaning company they worked for. Can you believe there response was, “I dont know? I was just told to be here today at 7AM and that is what I did”. This is a perfect example where leadership is setting their people up to fail vs. succeed. Invest the time upfront with your staff in order to provide them a context of what is expected of them and what they can expect from you the cleaning company.
Reward and recognition is a practice that is not a luxury anymore but a necessity. In a competitive industry such as cleaning it is critical that we keep our cleaning staff motivated and hungry to be more productive and service oriented. By implementing a monthly or quarterly recognition program you will see a vast difference in performance and attitude. Who doesnt like to be rewarded for their efforts? I suggest you tailor your recognition program accordingly to what the specific person may be interested in. For example, in our cleaning company we have many individuals that want to learn the English language or be more dominant. We have established partnerships with local agencies where we pick up the tab for the English course that is offered. The employee is ecstatic because of the opportunity, and at the same time we are helping them achieve a personal goal. Be creative and customize and tailor your recognition programs accordingly.
for more
thejobideas
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