Energy
PARKED
hey fastlaners,
Since first reading the book years ago I've gone through many iterations of businesses and have now built my first business that will cross 7 figures in revenue this year!
I started a residential cleaning business and although we had super low employee turnover the first 2 years, we're now starting to have issues with retaining employees.
Overall, we've built a great culture where everyone loves their job, has fun, gets paid well with a living wage with a bonus incentive which makes them literally the highest paid cleaners in the state. I do think working out some of the kinks in the bonus system is what initially caused some of our recent employee turnover but that's getting better now.
At first we hired employees mainly based on experience... however we realized this usually came with ego, and they were hard to train to our new way of doing things. For example, someone who had cleaned with their mom for 10 years or the hotel down the street had great experience but often times they were set in their ways and hard to train often times with push back.
So moving forward thinking we want to hire people that fit our culture, have a great personality, etc. because anyone can be trained on how to clean the way we do it, just takes practice and a good attitude.
Does anyone have any good insight into what would help reduce turnover, perhaps a personality test that would help us qualify go getters and people with great attitudes and work ethic? Or other ideas?
The goal would be to better align future hires that fit our culture and already have a positive attitude and are coachable to our systems and more likely to stick around, because hiring/training is costly.
Thanks so much for your wisdom and feedback!
Since first reading the book years ago I've gone through many iterations of businesses and have now built my first business that will cross 7 figures in revenue this year!
I started a residential cleaning business and although we had super low employee turnover the first 2 years, we're now starting to have issues with retaining employees.
Overall, we've built a great culture where everyone loves their job, has fun, gets paid well with a living wage with a bonus incentive which makes them literally the highest paid cleaners in the state. I do think working out some of the kinks in the bonus system is what initially caused some of our recent employee turnover but that's getting better now.
At first we hired employees mainly based on experience... however we realized this usually came with ego, and they were hard to train to our new way of doing things. For example, someone who had cleaned with their mom for 10 years or the hotel down the street had great experience but often times they were set in their ways and hard to train often times with push back.
So moving forward thinking we want to hire people that fit our culture, have a great personality, etc. because anyone can be trained on how to clean the way we do it, just takes practice and a good attitude.
Does anyone have any good insight into what would help reduce turnover, perhaps a personality test that would help us qualify go getters and people with great attitudes and work ethic? Or other ideas?
The goal would be to better align future hires that fit our culture and already have a positive attitude and are coachable to our systems and more likely to stick around, because hiring/training is costly.
Thanks so much for your wisdom and feedback!
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