Store:Spanish ProductsSeminar Recording: Habit #2 Begin With the End in Mind-English & Spanish
WHAT LIES BEHIND US AND WHAT LIES BEFORE US ARE TINY MATTERS COMPARED TO WHAT LIES WITHIN US
OLIVER WENDELL HOLMES
To channel our employees toward our company core values they must first understand what core values are. Habit #2 deals with core values. Many of our employees come from backgrounds where core values were never discussed. Most of our employees feel they have no control over their destiny. What will happen will happen. It is our responsibility as owners to help our employees uncover their purpose in life, understand that they are capable of fulfilling that purpose and give them the tools that will keep them on track doing the right things toward fulfilling their purpose. So, Habit #2 is all about doing the right things. It is all about core values such as:
- Succeed at home first
- Follow Divine help
- Always tell the truth
- Be kind to everyone
- Always listen to both sides
- Learn one new thing a year
- Plan tomorrow’s work today
- Always be positive and happy
Develop and write down the core values for your company. Your company core values should be presented during a new employee’s orientation program but that is not enough. You need to discuss the core values of your company every opportunity you get. Have a meeting on personal core values and use that meeting to also discuss your company core values. Discussing personal core values first will give deeper meaning and insight into the values you have established as owners and managers.
As the owner, you are the facilitator and the catalyst for keeping your company values alive. You need to do more than present them one time at an orientation session. If one of your company values is to get to every job on time then that needs to be posted somewhere in your office and discussed constantly until it becomes a habit. No matter what happens, if you have to go in a cab and clean a home yourself, you will be on time for every home. That is demonstrating your values. Have a meeting where the topic of values is introduced and then continue to discuss values at every meeting through the use of examples in your company where values were recognized. If meetings are not possible in your company, use the video from Rags to Riches called Habit #2 Begin With the End In Mind to introduce the subject and then you can talk values whenever you get the chance to see your cleaners.
Seminar Recording: Habit #2 Begin With the End in Mind-English
Seminar Recording Worksheet: Habit #2 Begin With the End in Mind-English
Seminar Recording: Habit #2 Begin With the End in Mind-Spanish
Seminar Recording Worksheet: Habit #2 Begin With the End in Mind-Spanish
Seminar Recording: Building a Winning Team for Cleaning Team Leaders-English & Spanish
COACHES DON’T CARRY THE BALL-TEAM MEMBERS DO
COACHES UNDERSTAND THE MEANING OF ‘DIFFERENT STROKES FOR DIFFERENT FOLKS’ WHILE TREATING EVERYONE EXACTLY THE SAME
Like sports, the company that puts together the most skilled and synergistic team will most likely score the most points. The coach only coaches, it is the team members who must carry the ball. For a coach to be successful they must understand each player and what stage that player is at. Every employee at every company from entry level to CEO goes through 5 steps or stages. Chances are also good that very few of your employees will be at the same stage at the same time. The first two steps are safety and trust and are all about the new employee. The next three stages of intimacy, goals/tasks and mission/vision represent the steps or stages that ‘intact’ work teams experience together. The key factor is that stages cannot be skipped. Stage 1, safety, is all about the needs of the new employee. When adequate information is not shared with the new employee, their questions are not answered or they do not feel they received adequate training to do their job there is a very good chance your new employee will never make it to stage 2, trust. Lack of safety is the main reason why many new cleaners are ‘no shows’ as early as their second day of work. If an employee feels safe their next step is to look at your company and its employees searching for reasons to trust both. If trust is established on all levels the employee will evolve into an intimacy level with your company and their team (if you work on teams) and the benefits of intimacy begin to surface (support system, fun, familiarity, comfort and ease of performing job). When your employees reach the goals/tasks stage your employee turnover virtually stops and at the mission/vision stage performance excellence is virtually self perpetuating.
Develop processes that will be followed by all players at all levels of your company which will insure a smooth and deliberate transition through the 5 stages of growth for each employee. Develop the necessary skills in each of your key players who are centers of influence in your company. Their ability to meet the needs of their subordinates is key to your success and the success of your company.
Make a list of things that you can do to make a new employee feel safe their first day on the job. Then expand that list to their second and third day. Your list would include things like giving a thorough orientation program and personal things that should be covered in that orientation like breaks and lunch hours (our breaks were when they were being paid to ride from house to house and they brought their lunch and ate it between jobs or they needed to check out for lunch), typical hours for a work day, attire to be worn, holidays not work and paid or unpaid. If you have teams, compile a list of your expectations for the Team Leader. Their list would include things like introducing themselves and any other partners, using the new persons name numerous times during the day, having the new person sit in the front seat where they are at the center of conversation, etc. Do not assume this will automatically happen. I am ashamed to admit that I had more than one Team Leader who worked with a new employee all day long and did not know their name. (I am even more ashamed when I have to ask myself ‘And where was their name tag!?!’ So much to do and so little time)
Ashley Windsor Testimonial – CleanSpace –
Ines Cohron Testimonial – Total Home Cleaning – Summit, NJ –
Seminar Recording Worksheet: Building a Winning Team Part 1-English
Seminar Recording: Building a Winning Team Part 1 for Cleaning Team Leaders-Spanish
Seminar Recording Worksheet: Building a Winning Team Part 1-Spanish
Seminar Recording: Building a Winning Team Part 2 for Cleaning Team Leaders-English
Seminar Recording: Building a Winning Team Part 2 for Cleaning Team Leaders-Spanish
Seminar Recording Worksheet: Building a Winning Team Part 2-English
Seminar Recording Worksheet: Building a Winning Team Part 2-Spanish
Job Description – Partner – English & Spanish
ACHIEVEMENT ALWAYS TAKES PLACE IN THE FRAMEWORK OF HIGH EXPECTATION
…CHARLES F KETTERING
WHATEVER YOU ARE, BE A GOOD ONE
All employees like to know what is expected of them and how they will be evaluated. A thorough job description accomplishes this key factor. Because it is written down it avoids any possible misunderstandings. The job description is the guide for accountability for both the employer and the employee. It tells the employer what needs to be trained and it tells the employee what they must learn and perform. A job description starts with a title and the first job description most residential cleaning services need to put together is the cleaning partner job description. The job description should be detailed and cover every expectation of their job, not just cleaning a home.
Compile a list of all of the duties and responsibilities that you will have a cleaning partner perform in your company. This description should include everything that you want them to do and more. A few examples of things that should be included are:
- Be on time each day for work
- Introduce yourself and be friendly and courteous to all clients
- Clean your area of responsibility in all homes assigned to your team each day
- Clean a minimum of 30 client paid hours per week in 40 employee hours or less
- Clean homes with quality guaranteeing no more than 4 quality cancels per year
- Follow methods in CORE training always utilizing apron and top to bottom-left to right system
- Help to maintain cleanliness of company vehicles
- Inform Team Leader of needed supplies on Tuesday and Thursday morning
- Maintain the equipment you utilize in proper working order
- Many more
There are many other duties and responsibilities to list, depending upon the operations of your company. The last item should always be ‘Other duties as assigned’. A job description is typically less than one page.
Review the employee’s job description with them during orientation. It normally follows the reading of the employee handbook. Have the employee sign the bottom of a copy and put it in the employee’s file and give them a copy. Be sure to update job descriptions as changes and additions require.
Ashley Windsor Testimonial – CleanSpace –
Job Description – Partner – English
Job Description – Partner – Spanish
Seminar Recording: Habit #3 Put First Things First-English & Spanish
THE KEY IS NOT TO PRIORITIZE WHAT’S ON YOUR SCHEDULE, BUT TO SCHEDULE YOUR PRIORITIES
STEPHEN R COVEY
THE SUCCESSFUL PERSON HAS THE HABIT OF DOING THE THINGS FAILURES DON’T LIKE TO DO
I THANK GOD I LIVE IN A COUNTRY WHERE DREAMS CAN COME TRUE, WHERE FAILURE IS SOMETIMES THE FIRST STEP TO SUCCESS, AND WHERE SUCCESS IS ONLY ANOTHER FORM OF FAILURE IF WE FOGET WHERE OUR PRIORITIES SHOULD BE
Habit #2 was about doing the right things and Habit #3 is about doing things right. Setting priorities to reach the goals was established in Habit #2. A major part of successful living lies in the ability to put first things first. One of the reasons most major goals are not achieved is that we spend our time doing second things first. When discussing Habit #3 with your staff you are really telling them to do what they need to do. In Habit # 2 they planned their life and in Habit #3 they are going to do their plan. This is the habit where they learn that it is often ‘easier said than done’.This is the most tedious and disciplined habit and the most important habit that you will teach your staff because this is the habit that teaches them self discipline, self management and will power. It is also the habit where they will be able to start realizing day-in and day-out successes in both their personal and career lives because of working their plan. Concurrently, you will also start realizing day-in and day-out successes because of the efforts that you have put into sharing the wisdom of the 7 habits with your staff.
The sharing and implementation of this habit will go on forever. Plan a meeting where you discuss Habit #3 along with meetings that teach the skills necessary to implement Habit #3. This habit requires huge organizational skills and these skills will need to be taught to your cleaning staff. Teach them how to set priorities. Teach them what makes the difference between things that are urgent and things that are important and teach them how to determine what really is urgent and important.
Plan the meeting time and date where you will introduce the importance of setting priorities and putting first things first and then actually doing those things. Spend time talking about the four quadrants that everything falls into
- Things that are urgent and important
- Things that are not urgent but important
- Things that are urgent and not important
- Things that are not urgent and not important
This is the area that seems to create the largest problem for people when they are setting priorities. Most people spend the majority of their time in the last quadrant and very little time in the second quadrant. Be sure that you are able to express the importance of doing things while they are important so they will never reach the urgent stage. Providing your employees with some tools to help in this area, like a little calendar for them to track their appointments or a little note book to write reminders to themselves or even keep their ‘things to do list’ will help to engage them in this habit.
Research this topic on the internet and prepare your first presentation or use Rags to Riches video Habit #3 to introduce this topic to your cleaning staff. Once the topic is introduced it very easy to keep alive in day-to- day discussions because you will constantly have opportunities to ask your cleaners what quadrant their priority really fell into. Just getting the topic of setting priorities on the table at your office will greatly help to expedite organization in your day-to-day operations.
Seminar Recording: Habit #3 Put First Things First-English
Seminar Recording Worksheet: Habit #3 Put First Things First-English
Seminar Recording: Habit #3 Put First Things First-Spanish
Seminar Recording Worksheet: Habit #3 Put First Things First-Spanish
Application for Employment – English & Spanish
FIRST IMPRESSIONS ARE LASTING IMPRESSIONS
PROFESSIONAL APPLICATIONS IN ENGLISH AND SPANISH WILL ENHANCE YOUR COMPANY IMAGE
It is no secret that cleaning homes is not viewed as a glamorous job. When many of our applicants come in the door their expectations for joining this industry are low and many feel like they are just desperate for a job and will take anything, even cleaning houses. It is our job to show our applicants this is not just ‘anything’ but they have landed (maybe by default) into one of the fastest growing industries in the nation which offers great potential and growth for them. They need to leave your office excited about the interview and really hoping that they get the job.
Set a specific time for your interview with the applicant on the phone or via email. Be prepared for the applicant when they come into your office or home. Have the application sitting out with pen or pencil on top of it. Be sure your office/home is neat and tidy. Remember, first impressions are lasting impressions. Do not leave the applicant sitting somewhere while you take care of last minute items or handle problems or issues with other employees. Make them feel like there is nothing more important than them, to you, at this time. Use an extremely professional application and have them available in Spanish for your non English speaking applicants.
Put together an application for employment that contains all of the necessary data you want to collect from the applicant. A google search will give you lots of choices or you can purchase our applications in both English and Spanish below as a word document and easily add your logo to our application.
New Employee Application Form (English) –Only $7.50
New Employee Application Form – Spanish –Only $10.00
Reference Checking Form English & Spanish
ASK THE RIGHT QUESTIONS AND YOU’LL GET THE RIGHT ANSWERS
Some previous employers are afraid to say anything about a previous employee; some are forbidden by their company to say anything and some are just waiting for you to ask the right question so they can ‘spill the beans’ on the previous employee. One thing for sure, if you have not prepared any questions you will receive very few answers.
Prepare a set of easily answered questions for the previous employers. Start with factual answers like verifying their dates of employment and their salary. Then go into more subjective questions with multiple choice answers. Then end with a couple of open ended questions that allow the previous employer to talk as much as they want.
Put together a set of questions that you can use for every applicant following the guidelines above. Gather your own questions or choose some of the many we have listed on our reference checking questions list. If you hire the applicant be sure to share with them what you heard. It will give your company a lot of credibility to the new hire if they know that you did, indeed, check their references. (You do what you say you are going to do.)
Reference Checking Form (English)
Reference Checking Form (Spanish)