What kind of leadership style do you use at your window cleaning company?
Do you have a strong hands-on-approach where you set the standard operating procedures for every detail of your operation?
Or do you have a more hands-ff approach where you set some basic ground rules and let your employees figure out the rest?
Read my blog for my thoughts on leadership: Window Cleaning: A team Effort - Cape Cod Window & Gutter Cleaning
I’d love to hear yours.
i wouldnt call it hands off, but what you described is more my style. i explain what needs to be explained and encourage them to think for themselves but correct them when they are wrong. theres always a better way to do something, to say that my way is the only way would limit creativity. however i think that my way requires more supervision on my part.
[COLOR=#333333]i explain what needs to be explained and encourage them to think for themselves but correct them when they are wrong. [/COLOR]
Good leadership in a nutshell.
[COLOR=#1A1A1A][FONT=lucida grande]The simplest way to describe my Leadership/Management style is 2 words. Trust and Verification. Use this with the following process in mind.[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande]1. Spell out expectations clearly. Documenting what you want your employee to do in a job description.[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande]2. Train your employee on how you want the job done.(It doesn’t necessarily have to be you doing the training).[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande]3. Trust that the employee will complete the work as you explained.[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande]4. Verify that the work was done according to your specifications.[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande](This is the step that most managers miss. Please don’t forget to hold your team accountable for their actions).[/FONT][/COLOR]
[COLOR=#1A1A1A][FONT=lucida grande]Hope this helps. [/FONT][/COLOR]
I would have to say I combine both methods. I have a strict standard and expect guys to meet it however they have the freedom to choose how they meet that standard. I start by training them with what I feel is the best method to reach those standards along with alternative methods so they can adapt to what they feel works best for them. Then I give them the freedom to choose which method they feel works best for them. If there methods don’t meet the standards then I will still allow the freedom to choose but use it as an opportunity to recommend the methods I feel are most effective for reaching those standards.
So I keep the standards very strict and maintaining a strong hand in making sure those standards are maintained but I give freedom in choosing how to reach those standards.
i think there is a more important question to be asked here before this…
how long have your employees been with you and how often do you look for new employees… if all or most of your employees have been with you for a long a time and your a happy in yourself with what you earn and they are also happy .there is a good chance your leadership is good…
how ever if you are the type who is constantly firing and seeking new employees i would have to question if that persons leadership is good . also into this equation is how much have those that have been fired been paid…finding good workers is not easy i understand … because an unsuitable worker is only going to add to your problems…
But there are a lot of hardworking people out there that basically are getting used and manipulated … i say to them people have the courage to step away and start your own firm … keep it small neat and tidy with a 2 - 4 workers … it seems the more employees that these big firms have the more inclined they are to treat people like they dont exist and manipulate them …
find the right workers let them breath, let them live…above all treat your workers like your brothers . handle them with good pay, talk to them like you are there friends . and this way they will have the energy to cover that hard of work and they will hopefully then exude an air of relaxation around customers … you cannot keep people on edge in this job there is too much work and ground to be covered its just unfair !!
the only rule is that job is done in a manner where the customer is happy and will stay loyal to your firm … and that everyone understand end of the day we are a company trying to make money to pay our way in life .
life is short people let people breath dont keep them on edge…this why people get heart attacks for example…
im fair with my workers who are all parttimers. Phone in sick and i dont mind as long as its not very often, want time off well thats okay too ,long as im given notice.i quite often round up the hours if we finish early as a bonus . 1 week in every 6 the workload is lighter yet they still get paid a full day .
This generosity is paid back on the tough rainy/snowey days where theyre expected to plough on in a storm till the list is finished,or where a fresh job is unexpectedly added in at days end and they must work late (for extra pay of course). Winter is just around the corner here now and thats when it gets tough !
If you don’t have a standard for how your jobs are completed then you are letting your employees provide your customers with the experience that THEY think is right.I don’t want my guys making that call. They do each job the Exact same following operating procedures. Without this each of your crews would produce varied results and customer experiences.
[COLOR=#333333]im fair with my workers who are all parttimers. Phone in sick and i dont mind as long as its not very often, want time off well thats okay too ,long as im given notice.i quite often round up the hours if we finish early as a bonus . 1 week in every 6 the workload is lighter yet they still get paid a full day .[/COLOR]
[COLOR=#333333]This generosity is paid back on the tough rainy/snowey days where theyre expected to plough on in a storm till the list is finished,or where a fresh job is unexpectedly added in at days end and they must work late (for extra pay of course). Winter is just around the corner here now and thats when it gets tough ![/COLOR]
If I had to work for someone else, I would work for Jonny any day of the week. Besides having a great sense of humor, I get the sense that he is a generous and kind man. The work may be tough and the pay not exceptional, but if you feel like you are being appreciated, hard work isn’t so bad.
[COLOR=#333333]I don’t want my guys making that call.[/COLOR]
Do you think there could be an employee at some point who you would trust fully.
I know what you mean about having to set standards, I have had people working for me that I had to double check everything and constantly make sure were doing the job right. But I think there are people out there that can do the job to the highest standards with very little direction.
When I get to the point where I will hire someone, I am going to hire the best, pay them accordingly and not have to micromanage at all. That’s hard to do - finding someone like that, but when you do, your job as boss becomes a lot easier.
Strategy A: create a system so complete that you can plug most able bodied people into said system and it will function.
Advantages: hiring process is easier as you have a lot bigger pool of people to draw from.
Disadvantages: you have to do a lot of managing. Creating a perfect system and fine tuning it is a lot of work.
Strategy B: focus on hiring the best talent possible.
Advantages: don’t have to micromanage. better customer interactions. Easier to work with employees
Disadvantages: have to pay top notch people more. have to give them more control because smart people get bored easily. Have to worry that they may go out and start their own business. Hard to retain awesome people because they know they can get a job anywhere.
I would describe mine as "firm yet fair’
[COLOR=#333333]I would describe mine as "firm yet fair’[/COLOR]
You demonstrated that in how you run the forum. I think you are fun too. The ninja avatar concept is fun… it also shows that you aint messing around 
The simplest way to describe my Leadership/Management style is 2 words. Trust and Verification. Use this with the following process in mind.
Hope this helps.
Coach Jason
