Latest / Cleaning Business Life / Training Day One: What Should It Look Like? Ep. 214

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Training Day One: What Should It Look Like? Ep. 214 · Cleaning Business Life

• 0:58
  SPEAKER_01: One.
• 0:59
  SPEAKER_01: Yay! Welcome back to Cleaning Business Life.
• 1:05
  SPEAKER_01: My name is Shannon Miller, and I am joined by my famous.
• 1:12
  SPEAKER_01: Can I have your autograph?
• 1:13
  SPEAKER_01: Jamie Redko, who is my wonderful co-host.
• 1:17
  SPEAKER_01: Today we're going to talk about training day one.
• 1:20
  SPEAKER_01: Not day two, not day three, not day four, not day five.
• 1:24
  SPEAKER_01: Just training day number one, what it should be like for your cleaning tech to come up, show up your company, what that's like for them.
• 1:30
  SPEAKER_01: So you can kind of get a bird's eye view of what you need to do should you consider wanting to hire a helper.
• 1:37
  SPEAKER_01: Now, this is a little different if you have 1099s because you're not hiring them to be a permanent employee.
• 1:46
  SPEAKER_01: But this is for W-2s.
• 1:48
  SPEAKER_01: I want to make sure that's specific because we all know that you cannot train 1099s.
• 1:53
  SPEAKER_01: So everyone wants an experienced cleaning tech.
• 1:57
  SPEAKER_01: That could be a good or a bad thing.
• 2:00
  SPEAKER_01: Sometimes people who have a lot of experience come with a lot of bad habits, a lot of shortcuts that they don't think is a big deal when in actuality it is a big deal, especially if your clients notice.
• 2:11
  SPEAKER_01: And nobody really talks about how to train them and what that looks like.
• 2:17
  SPEAKER_01: And hiring is exciting and nerve-wracking all at the same time because now you have this extra layer of responsibility in your business.
• 2:24
  SPEAKER_01: You have this payroll, you've now realized you're supporting this person and their family.
• 2:31
  SPEAKER_00: Well, yeah, and then they're getting a piece of the pie.
• 2:35
  SPEAKER_00: Whereas before the whole pie was yours, right?
• 2:38
  SPEAKER_02: And whatever difference.
• 2:40
  SPEAKER_00: So you're going to when you start hiring, you're going to basically share that piece of pie, and you're going to start getting the volume to outweigh.
• 2:55
  SPEAKER_00: That's how you scale, right?
• 2:57
  SPEAKER_00: But this is all about hiring and what your first day should look like for training.
• 3:04
  SPEAKER_00: I am right here with my pin.
• 3:06
  SPEAKER_00: I'm ready to write because again, you guys know that I'm going right through this with you.
• 3:12
  SPEAKER_00: Um, I'm gonna I was just sharing with Shannon just before the the the show started.
• 3:18
  SPEAKER_00: We are literally, if you are not, I'm holding up my above all cleaning HR and hiring binders.
• 3:28
  SPEAKER_00: And hours and hours she spent creating these.
• 3:31
  SPEAKER_00: So don't ask her to give it to you for free.
• 3:36
  SPEAKER_01: But you did it though.
• 3:37
  SPEAKER_01: That's the only thing that matters, right?
• 3:39
  SPEAKER_01: So training is what determines whether they'll become a long-term employee or if they're gonna quit in two weeks.
• 3:54
  SPEAKER_01: But her name was We, she was from China, and she didn't speak a lick of English, nothing.
• 4:00
  SPEAKER_01: I hired an individual who not who could clean, but I we had communication.
• 4:06
  SPEAKER_01: So what I did is I color-coded everything in the wet kit so that she knew that blue solution went on certain products, and that yellow this is way back when I was using still using real chemicals.
• 4:19
  SPEAKER_01: And and yellow uh went on all these other things, and then the the spray can went on these other things, and this yellow sponge went in the kitchen, and the blue sponges went in the bathroom.
• 4:30
  SPEAKER_01: I mean, I thought of everything with sanitation, why we wear gloves, you know, what the puma stone was for, why we didn't use a puma stone in a dark toilet versus a light toilet.
• 4:40
  SPEAKER_01: And she was a she was a hard worker.
• 4:44
  SPEAKER_01: I mean, I loved her, and we had lots of um fun little anecdotes because we cleaned together and then she was my very first one.
• 4:52
  SPEAKER_01: And I think after I want to say 18 months or 24 months, her family business, because this is very typical when you come to this country, they create a business, and then everyone is expected to work in that business.
• 5:08
  SPEAKER_01: So her familiar obligations required her that she stopped what she was doing and go down to the Phoenix market and help with her business.
• 5:16
  SPEAKER_01: I don't remember what the family business was.
• 5:18
  SPEAKER_01: I missed her.
• 5:19
  SPEAKER_01: I cried when she left.
• 5:21
  SPEAKER_01: She was really, I got really spoiled.
• 5:24
  SPEAKER_01: And um, you know, this is way before I considered scaling or any of that other stuff.
• 5:29
  SPEAKER_01: But yeah, she gave me um a traditional, I think I still have it.
• 5:32
  SPEAKER_01: It's an apron from her home Providence in China.
• 5:36
  SPEAKER_01: I forget the name of it.
• 5:37
  SPEAKER_01: And it was this hand-stitched apron that she'd given me.
• 5:41
  SPEAKER_01: I mean, like I cried.
• 5:42
  SPEAKER_01: I was like, woo.
• 5:45
  SPEAKER_01: But we from China was my very first employee.
• 5:49
  SPEAKER_01: And I I just kind of referenced what I had gone through in the restaurant industry.
• 5:54
  SPEAKER_01: For those of you who don't know, I spent almost 20 years in the restaurant industry working in the front of the house and the back of the house.
• 6:01
  SPEAKER_01: I was assistant general manager for the now defunct TGI Fridays.
• 6:05
  SPEAKER_01: I don't think there's any TGI Fridays left.
• 6:09
  SPEAKER_01: And I opened up the um Long Beach store, and what was the other?
• 6:14
  SPEAKER_01: It's a cerrito store was already an established thing.
• 6:17
  SPEAKER_01: Lots of stories about the restaurant industry from that.
• 6:20
  SPEAKER_01: Right.
• 6:21
  SPEAKER_01: Cleaning is natural.
• 6:22
  SPEAKER_01: You can usually hire anyone from the restaurant industry will know that and understand what that is like.
• 6:28
  SPEAKER_01: I used to like to hire restaurant people in the retail industry when I was in there when I worked at Nordstroms or the Metropolitan Museum of Art because I they had a really strong worth academic.
• 6:37
  SPEAKER_01: They understood what was required.
• 6:39
  SPEAKER_01: Where traditional retail is is still hard, but it's there's a different attribute that comes with it.
• 6:46
  SPEAKER_01: Who who was I can't remember who your very first employee was.
• 6:49
  SPEAKER_01: Who was your first employee?
• 6:50
  SPEAKER_01: I'm trying to remember.
• 7:02
  SPEAKER_01: It's okay.
• 7:03
  SPEAKER_01: Right.
• 7:03
  SPEAKER_01: So what should happen before day one?
• 7:06
  SPEAKER_01: Because there's a little bit of prep that's required.
• 7:08
  SPEAKER_01: You can't just pull a wet kit out of your your trunk and say, here you go.
• 7:13
  SPEAKER_01: And as you're a larger company, there's different expectations too.
• 7:17
  SPEAKER_01: There is a little bit of prep involved.
• 7:18
  SPEAKER_01: So the paperwork, and I wouldn't spend a lot of time filling out every piece of your dictionary because you want to make sure this person gets through training.
• 7:31
  SPEAKER_01: And um I would just make it that they, you know, emergency contact, basic address information, a copy of their driver's license, uh insurance, their car insurance, not or yeah, car insurance.
• 7:45
  SPEAKER_01: But those are the key things, and then it kind of expands onto other things.
• 7:50
  SPEAKER_01: What to bring?
• 7:51
  SPEAKER_01: I would always say, you know, this is what your uniform's gonna be.
• 7:54
  SPEAKER_01: Please make sure that you're hydrated.
• 7:56
  SPEAKER_01: I I felt like, you know, mom.
• 7:58
  SPEAKER_01: Okay, you need to make sure that you bring lunch and you need to make sure that you're bringing because it's a hundred degrees today again in northern Arizona.
• 8:07
  SPEAKER_01: You need to drink water.
• 8:08
  SPEAKER_01: Right.
• 8:09
  SPEAKER_01: And it's a heat stroke is awful.
• 8:12
  SPEAKER_01: You could die from heat stroke.
• 8:13
  SPEAKER_01: Um, there's the big back and forth every summer.
• 8:17
  SPEAKER_01: No, it's it's awful.
• 8:18
  SPEAKER_01: And once you get it, you're susceptible to re-getting it over and over and over again.
• 8:22
  SPEAKER_01: It's awful.
• 8:23
  SPEAKER_01: So don't ever get it.
• 8:25
  SPEAKER_01: Make sure you're hydrated.
• 8:26
  SPEAKER_01: Do the things and the protocols that you need to stay cool, including requesting that customers turn their air conditioning down.
• 8:35
  SPEAKER_01: And then what to bring?
• 8:36
  SPEAKER_01: So, you know, sometimes in the past, people have wanted to bring in their purses.
• 8:42
  SPEAKER_01: I mean, I'm like, you can't really bring in your purse.
• 8:45
  SPEAKER_01: You can carry an apron and put your wallet inside there, but I wouldn't bring your big handbag with your book bag and your briefcase and all the other things that you do because you have other jobs and other things going on.
• 8:56
  SPEAKER_01: Just make it easy, quick, put it in your apron.
• 8:59
  SPEAKER_01: That way you're not like, because then it leaves that whole trust factor, right?
• 9:03
  SPEAKER_01: Oh, she's bringing a big bag in.
• 9:04
  SPEAKER_01: What's she doing?
• 9:05
  SPEAKER_01: When in reality, you just don't want your stuff sitting out in the heat.
• 9:09
  SPEAKER_01: Making sure that they bring lunch.
• 9:11
  SPEAKER_01: There's nothing worse than having someone go down because they didn't hydrate or they didn't eat.
• 9:15
  SPEAKER_01: And, you know, where parking is, where the bathrooms are.
• 9:19
  SPEAKER_01: This is where you get extra supplies.
• 9:21
  SPEAKER_01: And it makes a smooth morning.
• 9:24
  SPEAKER_01: So depending on how you're doing your things, larger crews have to have pods where they meet.
• 9:30
  SPEAKER_01: Not everybody comes into the office anymore.
• 9:32
  SPEAKER_01: Everyone works to a certain degree of remoteness.
• 9:35
  SPEAKER_01: Jamie is remote in the area that she services.
• 9:39
  SPEAKER_01: And then I would go over like what should they clean, right?
• 9:43
  SPEAKER_01: A brand new employee is gonna want to know what the company culture is, what your mission is, why your company exists and what you're doing, because you have to have the buy-in, remember?
• 9:55
  SPEAKER_01: Um, what your expectations are.
• 9:57
  SPEAKER_01: If you don't have high expectations or your trainer does not have high expectations, that cleaning tech will not have a high expectation.
• 10:06
  SPEAKER_01: What's your cell phone policy?
• 10:08
  SPEAKER_01: Cut and dry.
• 10:09
  SPEAKER_01: You know, you don't want to be working with somebody who's on TikTok all day long while you're sweating it.
• 10:15
  SPEAKER_01: And this is an extra step that is kind of incorporated in everything because unfortunately, we have become a society that wants everything for free.
• 10:26
  SPEAKER_01: And I'm not trying to say that you don't deserve to have something for free, but it's come to the point of accountability.
• 10:32
  SPEAKER_01: So when you have the photos or you have the checklist or you have the sign off, there like, is this not your signature?
• 10:38
  SPEAKER_01: Did you not sign John Doe right there?
• 10:40
  SPEAKER_01: Right.
• 10:41
  SPEAKER_01: So in it in that way, there's no arguing over, well, Susan didn't clean my bathroom.
• 10:45
  SPEAKER_01: Well, you signed off on it, so what's the problem, right?
• 10:48
  SPEAKER_01: And expectations, as I mentioned, need to be high.
• 10:53
  SPEAKER_01: Just know that your cleaning tech, who A has probably never cleaned before, is not going to be at the cleaning tech level that someone has been doing it for two years.
• 11:02
  SPEAKER_01: So make sure that you frame it the right way.
• 11:05
  SPEAKER_01: Like if I say you should go through five days of training and you don't make it, you don't cut it by five days, there's probably a reason why.
• 11:13
  SPEAKER_01: And it can cause someone anxiety, performance anxiety.
• 11:16
  SPEAKER_01: That's something to consider because you don't want to let someone inadvertently go because they needed an extra day, right?
• 11:24
  SPEAKER_01: If if they need 10 extra days, then we have to really kind of discuss what's going on.
• 11:28
  SPEAKER_01: But if they need a little extra time on this or that, I would not like, okay, you didn't make it in five days and let them go.
• 11:35
  SPEAKER_01: Right.
• 12:02
  SPEAKER_01: And I guess I the question I have is can you teach the culture that you have?
• 12:09
  SPEAKER_01: Because it it has to come from the top.
• 12:12
  SPEAKER_01: At the very beginning, there's got to be touch points with the company culture that you have, and it has to be emphasized and reiterated so that they understand what that company culture is.
• 12:22
  SPEAKER_01: You know, uh for example, Hooters.
• 12:26
  SPEAKER_01: Hooters has a company culture of tiny dove shorts and tight tops that you go, that you go and you you're working, you're having, you're, you're getting to look at girls who are serving you in provocative outfits.
• 12:44
  SPEAKER_01: So that's a different company culture versus a cleaning company culture.
• 12:47
  SPEAKER_01: And you want to make sure that your company culture does not emphasize what Hooters promotes because we have older gentlemen who are going to be like, hey, can you grab my TV remote?
• 13:01
  SPEAKER_02: It's happened.
• 13:03
  SPEAKER_01: Right, right.
• 13:04
  SPEAKER_01: And how much observing should happen on the first day?
• 13:07
  SPEAKER_01: I think that they should be watched all of the time.
• 13:10
  SPEAKER_01: I don't think that you should let someone in a house by themselves if you're out, if you're still doing one-to-one training.
• 13:19
  SPEAKER_01: Because there's a whole trust factor.
• 13:21
  SPEAKER_01: You you're letting you're giving this person a little bit.
• 13:23
  SPEAKER_01: It's like teaching a child to do something.
• 13:25
  SPEAKER_01: You're giving them a little bit of freedom and you're seeing what they'll do with it.
• 13:27
  SPEAKER_01: Then you're gonna give them a little bit more freedom and they're gonna see what they do with it.
• 13:31
  SPEAKER_01: Then you're gonna give them even more freedom and then they're gonna see what to do with that.
• 13:34
  SPEAKER_01: So it's uh there's ride-alongs, there's observations, there's videos.
• 13:39
  SPEAKER_01: Your first day could just be office work.
• 13:42
  SPEAKER_01: I don't recommend that you do that until they pass training, only because you want to layer all of your training, just like you're layering all your marketing, you're laying all this stuff for the clients, you're layering all the training, and they have to hit certain milestones in order to graduate to the next step.
• 13:59
  SPEAKER_01: And when they do graduate, because we're not really talking about day five of training, you should give them a certificate.
• 14:05
  SPEAKER_01: You should put them on social media, you should make it a big deal, you should get a button.
• 14:08
  SPEAKER_01: I worked for TGA Fridays, and there's like 50 points of flare, right?
• 14:14
  SPEAKER_01: It's very hard.
• 14:15
  SPEAKER_01: It's like going to college, right?
• 14:18
  SPEAKER_01: But there is there's hands-on training, cleaning in one room, shadowing, learning styles, top to bottom, left to right.
• 14:25
  SPEAKER_01: Should they spend half the day watching or should they do it by doing, right?
• 14:31
  SPEAKER_01: Or would you change anything today?
• 14:33
  SPEAKER_01: I mean, there's a lot of things that I think as technology and AI comes into the forefront that we won't need to do a lot of one-to-one training.
• 14:42
  SPEAKER_01: I think that they'll be able to log in to a hub and watch certain videos to help them along with, in addition to the one-on-one training that they're gonna get or the two-on-one, or however you're doing your training.
• 14:56
  SPEAKER_01: There's a something I'm rolling around in my head that I'll talk to Jamie about later that just came up.
• 15:01
  SPEAKER_01: I'm like, oh yeah, I need to tell her.
• 15:03
  SPEAKER_01: Um, so what are you really evaluating?
• 15:05
  SPEAKER_01: You're you're evaluating whether they show up on time, whether they have a good attitude, whether they're trying to do a good job, whether they have a cow because you asked them to stick your hand in a toilet with a glove on.
• 15:19
  SPEAKER_01: Or are they saying right?
• 15:21
  SPEAKER_01: Are they paying attention?
• 15:22
  SPEAKER_01: They know it all.
• 15:23
  SPEAKER_01: Right.
• 15:23
  SPEAKER_01: That's not being coachable either.
• 15:25
  SPEAKER_01: If they're telling you they already know, then that's not being coachable.
• 15:30
  SPEAKER_01: If they're do they have a positive attitude, or are they trying to argue their point like my 10-year-old?
• 15:37
  SPEAKER_01: He argues with me for I love him to death, but he argues with me over everything.
• 15:43
  SPEAKER_01: Is are they hustling or they only have one pace, right?
• 15:48
  SPEAKER_01: Or are they curious as to know why the Smiths don't want the karate chop on their pillows?
• 15:54
  SPEAKER_01: Or a lot of people think that the decorative roses that we make for the toilet paper take an exorbitant amount of time, so don't do them.
• 16:05
  SPEAKER_01: Do they have initiative, or do they stand around and wait for you to say, okay, I want you to do this next?
• 16:10
  SPEAKER_01: Are they professional?
• 16:12
  SPEAKER_01: And this doesn't necessarily have to take place in a home where the people are home.
• 16:16
  SPEAKER_01: If the people are home, there's a separate protocol for how you engage and act.
• 16:21
  SPEAKER_01: I can't remember her name off the top of Michelle from White Rhino Cleaning Company.
• 16:25
  SPEAKER_01: Remember her?
• 16:26
  SPEAKER_01: She talked about office cleaning and how there's different experiences from an occupied office versus an unoccupied office.
• 16:35
  SPEAKER_01: And that is applicable when a client is home versus when a client is not home.
• 16:39
  SPEAKER_01: When your client is not home, your gear can spread out a little bit more because you don't have to worry about them walking by and falling, right?
• 16:47
  SPEAKER_01: Then you can talk or you know, shout across the house without anybody realizing that you're shouting across the house, right?
• 16:53
  SPEAKER_01: Or you can throw the ball for Fluffy and no one's gonna know that you flew the ball for Fluffy.
• 17:00
  SPEAKER_01: And then great cleaners can be created.
• 17:02
  SPEAKER_01: They if someone genuinely wants to learn the trade, it's very doable.
• 17:08
  SPEAKER_01: I mean, I know thousands of great cleaners.
• 17:12
  SPEAKER_01: And it says, I think, well, there's a lot of things.
• 17:16
  SPEAKER_01: I mean, if you think about like, do you have one employee who surprised you the most who didn't think it was gonna make it, and they did?
• 17:23
  SPEAKER_01: Go, Susie, go! It is here here are some of the biggest mistakes I see that some owners make when there's training on the first day.
• 17:32
  SPEAKER_01: They spend too much time talking.
• 17:33
  SPEAKER_01: I'm guilty of this because I want to tell you all of the information that I have in my brain, and they're like, oh my god, this is overwhelming.
• 17:41
  SPEAKER_01: Expecting too much.
• 17:44
  SPEAKER_01: As I just mentioned, the production rate for someone brand new is going to be probably a hundred square feet in an hour versus the five to six hundred when you're more seasoned.
• 17:53
  SPEAKER_01: Throwing them into a house too early.
• 17:56
  SPEAKER_01: I'm kind of on the fence with that one.
• 17:58
  SPEAKER_01: You should be able to, by the end of day five, have a pretty good understanding, and it's not like a total sink or swim, but you should give them an easy house that you know that they'll be successful in.
• 18:12
  SPEAKER_01: And certainly don't send them out on a dream clean after you get them out of training, they will quit on you.
• 18:18
  SPEAKER_01: Don't do that.
• 18:19
  SPEAKER_01: No checklist or yeah, no checklist is a huge one.
• 18:25
  SPEAKER_01: You got one in Jobber, you could do one by hand if you don't have the technology.
• 18:29
  SPEAKER_01: Um, having the wrong trainer, not all trainers click with all cleaning texts.
• 18:35
  SPEAKER_01: Not everybody's good at it either.
• 18:38
  SPEAKER_01: That goes back to me talking too much.
• 18:42
  SPEAKER_01: No praise.
• 18:44
  SPEAKER_01: Giving your person on their first day praise.
• 18:47
  SPEAKER_01: Like you did a great job today.
• 18:49
  SPEAKER_01: Thank you so much.
• 18:50
  SPEAKER_01: I really appreciate you coming in.
• 18:51
  SPEAKER_01: I'll see you tomorrow.
• 18:53
  SPEAKER_01: Or like when I had servers, oh my God, I know you worked your hiney off.
• 18:56
  SPEAKER_01: Let me get you a free dessert today, or let me buy you this, or whatever, whatever.
• 19:01
  SPEAKER_01: So make sure that you are acknowledging them.
• 19:03
  SPEAKER_01: When you're acknowledging somebody, make sure you're giving them eye contact and that you're not looking at your phone and you're twiddling around and then you're going, Yeah, you did a great job today.
• 19:12
  SPEAKER_01: Thanks.
• 19:13
  SPEAKER_01: You know, and that it's not important.
• 19:15
  SPEAKER_01: Take the time to give face-to-face contact.
• 19:18
  SPEAKER_01: Look at them, make sure it comes from the heart.
• 19:21
  SPEAKER_01: You can put your hand right here and say, Thanks so much.
• 19:23
  SPEAKER_01: Right.
• 19:24
  SPEAKER_01: They are very humbling and rewarding all at the same time.
• 19:27
  SPEAKER_01: Correcting every little thing when your trainee is training, don't overcorrect.
• 19:32
  SPEAKER_01: Just let them make the mistake.
• 19:33
  SPEAKER_01: They're gonna realize, especially if they're following a checklist, if they made a mistake.
• 19:37
  SPEAKER_01: Let them work it out, let them be able to make a decision without the phone so that they can understand what needs to be done next.
• 19:44
  SPEAKER_01: So that it has, you know, that reactive memory, or forgetting that they're nervous.
• 19:49
  SPEAKER_01: There's a lot of pressure to be able to come in and clean.
• 19:53
  SPEAKER_01: Not only is it physically demanding, you're dealing with you're dealing with the boss or a trainer, you're dealing with the trainer, you're dealing with the client, and you're in someone's home in a strange environment.
• 20:02
  SPEAKER_01: It's hot.
• 20:03
  SPEAKER_01: You're trying to figure out which chemical goes where and what I'm doing, and where gloves, no gloves.
• 20:10
  SPEAKER_01: That's great.
• 20:12
  SPEAKER_01: Definitely.
• 20:14
  SPEAKER_01: And then the biggest mistakes new employees make, I think, are not asking enough questions or not prompting them to ask questions.
• 20:24
  SPEAKER_01: Sometimes, again, they're nervous, they don't know if they have questions, or sometimes you've done the same task 50 million times, so it doesn't make any sense to someone who's new going, How did you get this result?
• 20:37
  SPEAKER_01: Like, how how did you get this all sparkly and new?
• 20:41
  SPEAKER_01: I'm still on step two of tech.
• 20:45
  SPEAKER_02: Right.
• 20:46
  SPEAKER_02: So annoying.
• 20:49
  SPEAKER_01: Like a dog or a cat, like P-E-T-T-I-N-G petting.
• 20:54
  SPEAKER_02: Okay, I want to make sure I'm hearing what I'm hearing.
• 20:58
  SPEAKER_01: Right.
• 20:59
  SPEAKER_01: Stroke that boss.
• 21:01
  SPEAKER_01: Right.
• 21:03
  SPEAKER_01: And and that's if people will ask all the time, because we've talked about you're selling the scope of the job, and they're like, well, how long does it take?
• 21:10
  SPEAKER_01: Say, you know, everyone works a little bit differently.
• 21:13
  SPEAKER_01: If they're in and out an hour, please make me aware I will address it.
• 21:16
  SPEAKER_01: Because there's no way you can clean a 3,000 square foot home in an hour.
• 21:20
  SPEAKER_01: And we've all seen it, we've all had it happen.
• 21:22
  SPEAKER_01: And they're like, Yeah, I'm done.
• 21:23
  SPEAKER_01: I'm like, Oh, okay, you were done in an hour and ten minutes.
• 21:29
  SPEAKER_01: So they're definitely we're comparing yourself or having them compare themselves to more experienced cleaners.
• 21:37
  SPEAKER_01: Everybody has their own cleaning journey and what they like and don't like.
• 21:40
  SPEAKER_01: I've mentioned before that I have someone who hates large houses and didn't say anything to me.
• 21:45
  SPEAKER_01: And it took me about five years in.
• 21:47
  SPEAKER_01: And I'm like, you don't like large houses.
• 21:49
  SPEAKER_01: Why didn't you say something?
• 21:50
  SPEAKER_01: Right?
• 21:51
  SPEAKER_01: It's just, you know, it's some people like more to do larger homes, some people like to do smaller homes.
• 21:58
  SPEAKER_01: Comparing yourself to someone who's been doing it a long time is not going to expedite things and make it better for you.
• 22:04
  SPEAKER_01: Just continue to keep on marching on at your own pace.
• 22:07
  SPEAKER_01: Or the fear of making mistakes sometimes will overobsess and making everything perfect.
• 22:14
  SPEAKER_01: And then instead of two and a half hours, three and a half hours in, we're still not done.
• 22:20
  SPEAKER_01: Because we went back to their first bathroom to look one more time.
• 22:23
  SPEAKER_01: And then they obsess on regular maintenance.
• 22:26
  SPEAKER_01: Right.
• 22:26
  SPEAKER_01: And then how should your employee feel at the end of day one?
• 22:32
  SPEAKER_01: I know there's a lot of feeling, and I've been talking a lot about feelings in a lot of the other episodes, but really think about how your employee should feel when they leave.
• 22:41
  SPEAKER_01: Did they feel appreciated?
• 22:42
  SPEAKER_01: Did they feel wanted?
• 22:43
  SPEAKER_01: Did they feel part of the team?
• 22:45
  SPEAKER_01: Did they believe in your company culture?
• 22:47
  SPEAKER_01: Did they want to come back tomorrow?
• 22:51
  SPEAKER_01: There are good things that can happen on a shift and bad things.
• 22:54
  SPEAKER_01: I've made plenty of blunders, especially in the restaurant industry, where I probably didn't do so good of a job making an employee feel good at the end of their first day.
• 23:05
  SPEAKER_01: And it's because I had the bigger picture.
• 23:07
  SPEAKER_01: I wasn't looking at the smaller picture, which is where they're at.
• 23:12
  SPEAKER_01: And, you know, I I've learned over the years that that probably was not the best way to handle things because, you know, they wouldn't stick around or not stick around.
• 23:22
  SPEAKER_01: It's physically demanding.
• 23:24
  SPEAKER_01: Definitely.
• 23:24
  SPEAKER_01: So here are some green flags for day one for you to reference point.
• 23:30
  SPEAKER_01: So they're early, they smile and give you eye contact, they're coachable, they uh take notes, and we don't have to carry a notepad anymore.
• 23:42
  SPEAKER_01: You can take your phone out and go into your notes and type in, or even if you don't want to touch your phone because it touched something icky, you can actually take your, you know, a fresh glove and click it and type.
• 23:54
  SPEAKER_01: You can actually voice into notes.
• 23:57
  SPEAKER_01: Ask questions about processes is because then the more questions, and there are no stupid questions, but the more questions they're asking, it the more they're processing the information.
• 24:07
  SPEAKER_01: Having a positive attitude instead of, oh my God, well, we don't do that.
• 24:11
  SPEAKER_01: We never did this at the cleaning authority, we never did that at da da da.
• 24:16
  SPEAKER_01: That they're respectful to you, the trainer, the client, to the other staff members, that they want feedback, that they feel appreciated and that they hustle.
• 24:28
  SPEAKER_02: Green.
• 24:30
  SPEAKER_02: I've had plenty of those.
• 24:33
  SPEAKER_01: So day one isn't about creating the perfect cleaner, it's about creating confidence, and that is so important.
• 24:42
  SPEAKER_01: Because confident employees come back tomorrow and the next day and the next day, and that's where the real training begins.
• 24:50
  SPEAKER_02: For sure, if today's conversation Major, we think you're a trained person.
• 24:58
  SPEAKER_01: Go ahead, Jimmy.
• 24:59
  SPEAKER_01: And if you like this episode and want to study a little bit more on some of the other episodes, episode 210, Culture starts at the top with Paul Guillermo.
• 25:10
  SPEAKER_01: Episode 205, Stop Being Needed, the growth trap that keeps cleaning business owners stuck.
• 25:16
  SPEAKER_01: And the third recommendation is episode 207.
• 25:20
  SPEAKER_01: Oh, these are all recent.
• 25:21
  SPEAKER_01: Are you running your cleaning techs or are they running you?
• 25:25
  SPEAKER_01: Thanks so much for tuning in, you guys.
• 25:26
  SPEAKER_01: Until next time.
• 25:28
  SPEAKER_01: We'll see you then.