Brush Busters 36: Hiring Painters, Setting Expectations, and Building Systems That Work

Treat hiring friends/family like any other employee: conduct formal interviews, establish clear roles, and set written expectations to avoid assumptions and potential conflicts.

Address performance issues promptly and directly with empathy: initiate one-on-one conversations to understand underlying problems before setting clear, time-bound performance improvement plans.

Combat burnout by intentionally stepping off the tools: schedule dedicated time blocks (e.g., 2 hours daily) for business development and system creation, rather than constant hands-on work.

Implement robust systems and checklists: develop clear Standard Operating Procedures (SOPs) and job site checklists for painters to follow, ensuring consistency and quality even when you're not physically present.

Improve time management: plan your week in advance and manage your schedule proactively to move from a reactive state to a more calculated and efficient business operation.

Cultivate an 'always be recruiting' pipeline: maintain a bench of potential hires to empower confident decision-making regarding underperforming staff, avoiding situations where you're forced to tolerate issues due to lack of alternatives.

Say less and ask more in difficult conversations: encourage employees to articulate their perspectives, fostering accountability and potentially revealing personal issues that may be impacting their performance.