Apr 202011

managing your crews, scheduling around weather, organizing equipment, creating systems, creating checklists

Like in chess, the management and scheduling of your teams is a crucial part of ensuring profitability and success. Most service providers don’t make money unless their jobs and work orders get completed in a satisfactory manner.  3 factors to consider when managing your schedule and work orders.

1. Your Team.

Of course you have to properly manage your staff. Setting expectations, holding them accountable each and every day. Making sure the technicians that are in the field are the ones that want to be.  I focus on what my team members show me and not what they say. When making the schedule on a weekly basis, I give the hours to the technicians that performed best last week.  I am not interested in what the technicians SAY they want, I am more interested in what I see them DO. See is believing.  This is a general rule of thumb that I use when selecting who works and who doesn’t. The number one reason why some jobs get done and some jobs find a way to NOT get done, is because of your teams attitude. Be mindful and manage their attitude.

2. Equipment.

As the “manager” of the operations, it is my responsibility to keep my team organized. I use checklist’s and inspection forms to ensure all our vehicles, pressure washers, and tools are kept up.  The number 2 reason why some of your jobs will not get done, is because you may not be organized. Keeping your team organized is like taking out an insurance policy on the work that is in the schedule.

3. The Weather.

Some of you contractors  may have the luxury of not having to worry about the weather.  For us window cleaners and pressure washers, unfortunately weather is a factor. I am a big fan of taking responsibility for my actions and not making excuses or blaming others. However, this is one of those factors that will forever be frustrating.  Consider yourself an amateur meteorologist. Pay attention to the 10 day forecast and do your best to keep your weather sensitive accounts scheduled on the sunny days.  In a future post I will be writing a “How to” manage your jobs around the weather. Giving you some specific tips of the trade. Check back soon.

Did I miss anything? Send me a comment on how you manage your team, your equipment, the weather.

If you enjoyed this post, I would be grateful if you helped spread the word by emailing it to a friend or sharing it on LinkedIn, Twitter, or Facebook. Thank you!

 April 20, 2011  Posted by at 2:57 PM Growth, Team Tagged with: , ,  No Responses »
Apr 102011

team, key performance indicators, leadership, hiring employees, building a better business

1. Always lead with questions: How do you think you are doing? It gives the recipient joint ownership of the problem and helps them to feel included, not excluded.

2. Never give criticism unless it is invited: unsolicited negative feedback only provokes annoyance and will be discounted.

3. Qualified criticism: Make sure you are seen as having the authority to give corrective feedback. Criticism from those perceived as peers or unqualified to give it promotes resistance and rebellion.

4.  Never give feedback when you are angry. Anger alienates the listener. Expressing disappointment is more productive. An example of this is: “I am disappointed in your recent performance, I know you can and will do better next time”.

5. Know who you are talking to. Narcissists take any criticism as a personal attack; the insecure loose all self-esteem. I personally find it very helpful to have these difficult conversations in person or over the phone. Difficult conversations should NOT be conducted via email or texting.  It is hard to remove the sarcasm and emotions using these forms of communication.

6. Know yourself, too. If your relatively insensitive to criticism, curb the tendency to be heavy-handed when delivering it. Soften the blow if you like to approach these conversations from a blunt perspective.

7. Expect defensiveness as a first response to criticism; a change in performance may come later.

Do you have any good stories about a “Difficult” conversation you have had recently? Message me, I would love to hear from you.

If you enjoyed this post, I would be grateful if you helped spread the word by emailing it to a friend or sharing it on LinkedIn, Twitter, or Facebook. Thank you!

 April 10, 2011  Posted by at 12:03 PM Leadership, Team Tagged with: , ,  1 Response »