Episode 1181 – Stop Doing Admin Work! What Positions You Need to Hire in Your Cleaning Company
Catch-Up Day for Cleaning Nation
In this episode of the Growing Cleaning Company podcast, Mike Campion and Lindsay Bjorklund tackle a mixed bag of questions from their Cleaning Nation community. Sometimes there’s a theme, but today? It’s all about catching up on those great questions that slipped through the cracks. If you’ve got questions, they encourage you to join the free Facebook group or email support at Grow My Cleaning Company. First up, Grace’s dilemma about delegating tasks in her cleaning business takes center stage.
Too Much on One Plate? Break it Down!
Grace wanted to know how to delegate admin work like talking to vendors, onboarding cleaners, and managing supplies. Mike explains a common mistake: cleaning company owners often hire one VA (Virtual Assistant) to handle everything. But that’s a recipe for burnout—for both the VA and the business owner! Instead, Mike recommends breaking tasks into smaller, focused roles. Have cleaners take on more responsibility like onboarding, while hiring specific people for scheduling, accounting, and customer happiness. In short, don’t put everything on one person’s plate—spread it out for smoother operations.
Hiring More People for Less Money?
Mike dives deeper into hiring strategies, saying you don’t need to spend big bucks on full-time roles. Instead, bring in part-timers for focused tasks, like scheduling or handling customer calls. Many of these jobs are just 5 to 10 hours a week, and people often have other clients too. The key is to hire more people, each doing a specific task, rather than one person juggling everything. Plus, it’s easier to replace someone doing a narrow job if things don’t work out!
Letting Go and Building Trust
Lindsay asks the golden question: How do you, as the owner, let go and trust your team? Mike’s advice is simple—accept that mistakes will happen, and it’s not the end of the world. The best way to minimize issues is by hiring people who align with your company’s core values. If they share your values, they’ll likely make decisions you can trust. Mike uses Lindsay as an example of someone who’s great at making decisions on her own because their core values match. In the end, it’s all about trust, communication, and letting go of micromanagement.
Fixing a Broken Culture Starts with Hiring
Next, they tackle a question from Reina, who’s struggling to build a culture in her cleaning company. She’s doing everything from throwing parties to giving bonuses, but nothing’s working. Mike gets real with Reina: the issue likely isn’t the fun stuff she’s doing—it’s probably the people. If you’ve hired the wrong people, all the parties and recognition in the world won’t help. Mike advises her to focus on building a better hiring funnel to attract core values-aligned employees. Get the right people in, and the culture will follow!
The Post-Construction Trap
Finally, Cynthia asks about pricing her post-construction cleaning services. Mike doesn’t hold back—he’s not a fan of post-construction cleaning at all! He compares it to gambling in Vegas, but with net-30 payment terms. Between bidding uncertainties and tough staff schedules, it’s a lot of work with little reward. His advice? Skip post-construction altogether and focus on more predictable, profitable cleaning niches. Sure, it’s easy to win the work, but it’s not worth the headaches.
This episode was packed with actionable advice for cleaning business
owners—whether you’re struggling with delegation, hiring, or pricing your services. Mike and Lindsay keep it real, making sure Cleaning Nation knows how to grow smarter, not harder!