When creating a new cleaning staff in a building or complex, it is best to start with a basic DISC type personality analysis tool for all staff members from the level above basic cleaner I & II. I would use it as well in certain basic positions if they are in the executive suite or high visibility daytime crossover positions.

The early use of DISC will predict where the weaknesses are in the team especially under moderate strain. As we enter the recession, that stain will come from tighter budgets/higher cleaning production ratios coming in conflict with the service employee’s prior expectations. The productivity of a “DISC mismatched” crew may vary wildly under moderate stain whereas for a “balanced crew” the strain becomes a motivator for even greater job performance. Although costly in time this is the best tool to avoid those recessionary contract repricing meltdowns. 

Whenever I meet other successful cleaning contractors nationwide, I see a common committment to providing an educational component to their workforce in addition to compensation.

At the end of each day, Horizon completes our mission of leaving each night with clean buildings for our customer. However, in order for us to be continually successful in the years to come, continually educating our people must be our main mission.

Now the word education has been loaded to mean many thing by politicians and the media. In business on the surface it is very different for a technology company than a cleaning company but also it is not!

Firstly it is about defining to each individual employee where they are as learners, where they would like to go and therefore: What do they need to learn to get to where they want to go?

At the service employee level much transfer of knowledge is very informal. Effectiveness of any training comes when we show that we care for the improvement of the individual employee. Two junctures quickly come to mind, buildup to promotion and termination. Clearly defining the how learning is connected to the path of career growth is key. Sadly, in our industry, the 80% of learning comes at employee termination. How thoughtful and respectful we communicate the reason for termination imparts the greatest benefit for the employee’s future careers with future employers.