Summer is almost over which means the kids will be back to school soon. In my county the kids go back on August 14th which is less than one month away. Why does this affect you as a small business owner? Because if you employ parents, guardians or people who take care of children back to school affects your business. Your employees may need time off or schedule adjustments to meet their parenting demands.
The best way to support your employees while meeting the needs of your business is planning. And now is the ideal time to start that process. This post will be your plan and guide you through the things to start talking with your employees about now, so that everyone has adequate time prepare for back-to-school. Plus, you can print a ready to use employee communication which makes it super easy (+ fast) to get the conversation started.
In this post we will focus on three specific time periods. Those are:
Grab your planner, some coffee and lets get started.
BEFORE SCHOOL STARTS
The weeks leading up to the start of school can be super hectic and busy for parents of school aged children. Often activities for preparing for school may require that employee have time off or an adjustment to their schedules. Even more often is that employees let these sneak up on them. Then it becomes a scheduling emergency where you are scrambling to fill a shift because the employee called out from work to be present with their child for a school preparation activity. However, these emergency situations don’t have to cause havoc in your business. Start talking to your employees now about whether they will need time off work or schedule adjustments for any of these events/activities:
Employees should be able to plan in advance for these events. Schools typically release dates for orientations and the school calendar in advance. Also this information is typically easily available on the school district or school website. Encourage employees to find this information now and develop a plan.
Employee morale. It's something we all want to be at levels in our small business. Healthy employee morale is gold for small businesses. When employee morale is high, employees are happy to come to work and in turn are more productive. That all leads to happier customers that remain loyal to your business and send their friends your way. All that adds up to a growing thriving business. The moral of the story is that when employees are happy with their work, everyone wins. The question now becomes, how do you actually improve and maintain a healthy employee morale?
Hiring in the cleaning industry can be maddening. After reading what seems like a million applications and doing hundreds of interviews, you finally decide to hire one of those applicants. Whether you’re settling for an “alright” applicant or one that you think is going to be a superstar there is always the oppressive fear that they won’t stay. You spend the first day, week, month just waiting for the no-call no show or for them to walk off the job. It comes with the territory.
But just because this is a risk we take when hiring a new janitor or maid, it doesn’t have to catch you off guard. There are very clear signs that just scream for you to not get to attached to that new janitor or maid that you just hired. Once you’re able to identify the signs that a new janitor or maid isn’t going to be around long and will probably quit, you can proactively react or make adjustments in your business so that you’re not short staffed and stressed out.
THE WARNING SIGNS
New hires give tell-tell clues of that reveal when they are on the verge of not returning to work. Tuning into the signs they give will give you the added advantage of being proactive, confronting the risk head on and making plan so that your business goes on without a hitch when a new hire decides not to come back. Want to know what those signs are? Here ya go:
They have a bad attitude.
Typically people are happy to start a new job. But the new hire that shows up to work on the first day with the stank face, be aware. Things will probably go down hill pretty quickly from here.
They didn’t follow your first day of work instructions.
You said no shorts or leggings. They show up in booty shorts. This is a total red flag that they will not respect your work rules and are insist on doing things their own way. Ideally, you’ll want to see a new hire complying with rules and guidelines early on. It’s an indication that they are serious about employment and want to make a good first impression. It’s also very revealing about their ability to follow rules.
We often have high hopes for new employees. Perhaps you’ve been interviewing for what seems like forever and finally found someone decent to hire. Or maybe you’ve been so short staffed for so long that you can barely wait until they get started and are ready to work like they have been on board for years. But what happens when that initial of glee of finally having some much needed help, turns into frustration, disappointment or both because that employee you had such high hopes for just isn’t cutting it? Oh my goodness, I’ve been there. From the new hire that just can’t seem to catch on to the one where it seems like they will never meet your production standards, it’s a challenging experience. So what’s a small business owner to do? Well, this post has your action plan.
Let's Talk About This
TIME OFF REQUEST FORM
NEW HIRE CHECKLIST
INTERVIEW PLANNING WORKBOOK