Why You Should Avoid Rewarding Loyalty with Company Ownership for your Janitorial Business
Hello Cleaning Nation!
Today, we’re chatting with Erica Bloom from Blooming Clean.
Erica had a question that probably arises in all of our minds from time to time – how do we go about rewarding loyalty and doing a great job for your cleaning company? In Erica’s case, she had one superstar employee she wants to stay working with her… but how can you assure they will?
The solution that Erica thought up, something that many of us have done before or at least daydreamed doing, is giving that super valuable cleaner of ours part ownership in the company.
Let me tell you upfront… this is just a plain BAD idea. I’m not saying your cleaner is not a super valuable member of your team, but rather your cleaner should not be your partner in business. Partnerships always look good on the front end when things are just starting out (He’s good at marketing, I’m good at hiring! etc.) but almost always partnerships lead to disaster.
Eventually, the partnership can become so toxic as to destroy the entire business you set out to create.
Resource Alert: Considering Getting Into a Cleaning Business Partnership? http://www.growmycleaningcompany.com/cleaning-business-partnership-2/
I’m not a fan of decision by committee and you should not be giving the power of the steering wheel of your ENTIRE company over to one of your cleaners. Partnerships should always be based around finding someone with a very specific skill set that you just don’t have. Even then, you’re probably better off hiring an agency or a contractor to fulfill that specific skill for you.
All that being said… how DO we actually show our valuable employees that we care and want them to stick around? Well… there’s a few different ways to go about this.
- You pay them an hourly wage. They do this, and you pay them for that. In this model the only real reward you can do is increasing their hourly wage, but there will always be a ceiling here of what you can give them because you still need to make a profit on every job.
- You give them a profit share. This is far superior to business ownership. A profit share allows you to pay out a bonus to your cleaners if certain metrics are hit for the company, if you exceed your quarterly sales goals you may pay out an extra amount to your entire team. This is a good way to get your employees galvanized in promoting the company more too.
- Partnerships – we already discussed this, and as mentioned above it is usually the wrong decision.
In addition to this, I would really recommend using the advantage of surprise.
What I mean by this is that you might keep track of key performance metrics of an employee, and when they hit or exceed the goals you’ve set for them you give them something a little extra. This is an awesome way to motivate employees because they were never expecting to get anything anyhow. They have no real feeling of entitlement. Instead, you just make them feel like someone who truly cares that they work for you.
Resource Alert: Best Practices for Hiring Employees for Your Cleaning Company http://www.growmycleaningcompany.com/hiring-cleaning-company-employees/
That is super special and it can be combined with a profit share where employees do know the metrics they need to hit.
All of these are better solutions in my mind versus giving a partnership over to a cleaner.
Alright, let’s hit the Lightning Round!
Best advice you’ve received either personally or professionally?
Set a goal and take little steps every day to achieve your goal.
What’s the biggest mistake you’ve made in the cleaning business we can all learn from?.
Transitioning into time blocking better, which is allowing me to get more control of my time.
What’s one idea cleaning nation can put into practice to improve their business or their lives immediately?
Do something you’re uncomfortable with every day. By doing this everyday it can really help you to become a better person over time.
Have any questions? Leave a comment below!