Video Transcript:

hey Mike Callahan here want to make a quick video. Big question this week for a lot of the deep dives I’ve been doing with other lawn care and home cleaning companies is how do I create public accountability in my business and get the team to buy in? One of the things we did at Callahan’s Lawn Care that had huge success for public accountability, was having a dry erase board basically in the shop that listed our actual vs. budgeted time for each team member and a plus and minus system for compliments & complaints internally based on our production manager going out and doing the QC as well as from our external customers obviously our normal customers compliments or complaints. What made me actually think of this is I was at a local grocery store Wegman’s I can attach a picture to this post after I’m done live so you can actually see how they tackled it but they had done it seamlessly and it was very similar to what we did at Callahan’s. We had the top winners name’s actually had pictures on there which I really liked but they’re basically their standard there wasn’t budget vs actual but it was actually how many pieces of grocery per minute they could process and bag so they could scan it and put it in the bag but they had set a threshold so I guess it actually was very similar to budget verse actual and it was there for every employee to see right in the front of the store as well as the actual consumers. It listed the winners and I guess some of the people that I won’t say losers but not performing as we public accountability with with the actual apples to apples comparison for how many pieces they process per minute and so a lawn care home cleaning company it’s gonna be budget verse action with compliance versus complaints for quality standards a production with quality. What I also found very interesting is very similar what we did at Callahan’s we called it the the five or six minute challenge so we actually rewarded our employees who gave us ideas how to standardize our system so how to shave five to six minutes off per hour throughout the day. So if you had a two-man crew and you’re able to save six minutes per hour over a 10 hour day all that and ended up to massive bottom-line profits that we ended up sharing with the team. What they did at the grocery store is the bottom left-hand side they had the weekly tip to be more productive with something around how to hang the bag so they could efficiently load them and unload them quicker. One of the big things that came up with Callahan’s is the team members came up with ideas where to park the truck based on whether it was a left or right handed person weed-whacking or stick edging um we would go in and buy extra bump heads for the weed whackers and have the technician in the passenger seat spool those up while we’re driving so when we ran out we had it right there ready to go that just is the tip of the iceberg of some of the stuff that we went into but we had public accountability for budget versus actual very similar Wegman’s on the bottom left-hand corner they had a weekly reminder of things that either management or the team suggested so it was public buy in it was acknowledgment people were being awarded to buy in and create more productivity and then on the bottom right which something we didn’t do publicly on the board which I thought was really awesome we did have a every week or every few weeks huddle for safety far as like how to hook up a trailer the different chains on the trailer for safety different stretching things like that and as we evolved that was something that we got better at but we weren’t great at it all but the bottom right hand to this board they had at the grocery store was their weekly basically health tip stretching whatever that may be but it went around a safety program so obviously that’s huge because we want to create a safe environment for our team but I have a sneaky suspicion that really helps out an audit trail or in an audit for your insurance and workers comp as well . Three takeaways today if you want to build public accountability I recommend having complete transparency whether it’s in the field to the office of what you’re tracking and how you track it with an actual non-emotional number so actual versus budget of time as a percentage so if we hit our budget a time it’s a hundred percent if we beat it it’s higher than a hundred percent because you gave more than hundred percent and if it’s under budgeted time so you’re over budget so if you’re over budget it’s less than a hundred percent so if you only gave ninety five percent today you didn’t really do your job you can give a hundred percent so that’s a real non emotional way of doing that based on that percentage it doesn’t matter if they work five hours or a hundred hours a week it’s an apples-to-apples not emotion comparison so the way in the picture on dropping below this year after I get off is the grocery store had this up top the bottom left was productivity tips that the team suggested for buying very similar we did a Callahan’s and on the bottom right to the board was safety program tips stretching and different things that they’re going over that must have been important to them for workman’s comp employees safety someploy by and right now culture are huge right now cuz this this labor market snot getting any better and if we can go out and create a culture and go out and hire to that cultural fit we will have success and every time we didn’t do that-at Callahan’s it was a disaster but when we went in and had culture alignment right from the interviewing and pre screening that’s when we had the right people on the right seats on the bus so a good good question would be is one of the things we always believed in is we’ll do it we’ll say we’ll do I’m so right off the bat before I ever got to the interview Christine in my office a lot of times would ask how do you feel about someone who says they’re gonna call you back but doesn’t call you back now if they go out and rant and tell you how they absolutely despise someone who says they’re gonna call you back and they don’t well to me that’s a cultural alignment they believe in some of our core values so as we’re doing public accountability and team buy-in it doesn’t hurt going into the slower season of most businesses now to go out and start defining that mission vision values because it’s gonna be even more important as this millennial workforce continues to evolve we need cultural buy-in cultural alignment and it fit and built into that culture I would recommend if it’s something you guys believe in public accountability for actual verse budgeted with a quality constraint of compliments complaints or ever house you met manage that on that board productivity tips to get team buy-in in involvement in that and the non the bottom right-hand corner which I thought was genius in the picture I’m gonna drop in here safety tips indifferent things that are gonna go into a safety program for your business and should be incorporated probably in your handbook if you’re working with somebody like Jason cops so polarities having a great week air if any comments questions drop live otherwise I will be watching this for next 24 to 48 hours you