Every employee works at a different rate; therefore, every crew or group will complete the work within a different amount of time. To make your estimates and pricing as accurate as possible, you not only have to know which crew or group will be doing the work, but you also have to know how long that crew normally takes to complete those particular tasks as well. Makes sense doesn’t it?

Time and motion studies are easy to do, but will take some time to compile. First, you have to break down everything you do on a daily basis into different measurable tasks. For example, in the landscape industry you would time tasks such as mowing turf, trimming hedges, applying fertilizer, etc. Then you would need a measurable unit that you can break each task down into. Using the landscape example again, you can measure square footage. Pull out the stop watch and have the employee complete the work. Take the amount of time and divide by the square footage to get an accurate calculation of how long it actually takes. Do this with every employee and have them complete the tasks multiple times to get an average time.

Once you have times for every task and employee, then you can calculate how long it would take Crew ‘A’ to complete a job versus Crew ‘B’. With this data you not only get the most accurate pricing possible, but you’ve also created a structured, easy to follow process for setting prices.

Taking the time to conduct time and motion studies will help create the most accurate pricing possible. Many times we let outside influences such as others’ opinions affect our final price. I remember an estimating workshop I attended once, the instructor kept repeating over and over, “it is what it is”. In other words, once we put together an estimate, have covered all our materials and time, covered our overhead and allowed for a profit, then that’s all you can do. “It is what it is”. We need to be fair to the customer, but we also need to submit an estimate that will leave a fair profit in it for us. Time and motion studies allow us to do that with confidence.

With landscape maintenance we had regularly scheduled jobs from week to week. The regular work provided us with a labor pool that we could draw from when needed to finish a large project or to handle an emergency. Planning was easier for us because if we didn’t have any extra work we could have our crews help out with the maintenance. It created a consistent stream of income every month which lessened the stress of having to constantly push sales. Most importantly we had regular customers that we could cross sell other services to throughout the year. We were already doing business together so it was easy for them to have us take care of the work, rather than to go through the process of finding someone else for every job.

I have friends in similar industries who do not have maintenance programs in place. Every month they have to sell hard to keep all their employees working. When they don’t, people get laid off. The sales reps feel the weight of the world on their shoulders as they try to keep everyone busy. Now that’s tough.

So what type of product or service can you apply a continuity program to? It might take some thought, but every business can do it. Rethink your business. It will take some pressure off of everyone, boost profits, and create all sorts of other advantages you may never have thought of.

Low employee morale has many costs including low production and high employee turnover. It can create an environment that is not enjoyable to work in and in severe cases may even lead to workplace violence. I have seen cases of low morale that have turned into outright mutiny! So what can you do to keep your employees happy?

You have to show them that you sincerely appreciate them! That’s the key! It’s a misnomer that all employees want is more money. While it’s in the top 10 for most, it’s rarely, if ever, number 1. The goal of an employer should be to create an enjoyable work environment, in which your employees feel appreciated, have the opportunity for growth, and are fairly compensated. My employees often tell me they stay here because they enjoy their work, it’s close to home, they don’t have a supervisor on top of them all the time, etc, etc., etc. Their pay is only part of the equation.

Most employers believe if you throw enough money at the problem, you can fix it. It’s not true in this case. It’s not true in most cases. No matter how much you pay your employees, they’ll always believe they’re entitled to more. It’s basic human nature. So if money is not the answer, what is?

Believe it or not, the absolute best way to show your appreciation is by… you’re not going to believe this… patting your employees on the back and telling them that they’re doing a great job. That will go further than any pay raise or bonus ever will. Amazing isn’t it! Incredibly simple.

Assuming you are a manager or owner, how often do you get out in the field or walk the floor, pat your guys on the back and tell them, “Hey… You’re doing a fantastic job! Thank you!”. I’m guessing not often enough. Maybe you think it’s silly. Maybe you think it’s unnecessary. I’ve had clients tell me that if you’re not hearing from them, then everything is ok. The only time they ever called was to complain. I dreaded every phone call they made to me. I can only imagine how my employees would feel if I treated them the same.

Now I’m not saying to stop giving your employees pay raises and bonuses. These are important motivational tools and I’ll come back to them later. What I am saying is not to overlook how important it is to give sincere verbal praise and a pat on the back. Whether it’s children from their parents, players from their coaches, or employees from their superiors, we all yearn for approval. Once again, it’s basic human nature.

Think back to when you were a child. Did your parents ever praise you for doing well in school. How did that make you feel? Did you play sports? How did it make you feel when your coach patted you on the back and told you “you did a great job”. I still have some very vivid memories of playing ball as a kid and my coaches’ praising me. I may not have been the best player on the team, at least looking back at it now, but my coaches’ made me feel like I was. I enjoyed playing for them. I would give the extra effort for them.

Imagine how you can affect your employees by applying these same principles. A company is only as strong as it’s people. When they’re working together as one, the effect can be extremely powerful. Keeping them motivated and energized is crucial to the success of the organization. The team with the best players doesn’t always win the game. I have learned that the hard way. It’s the team that’s clicking on all cylinders and functioning as a cohesive unit. Low morale is a cancer that can destroy that cohesiveness.

OK, so we’ve established that a pat on the back is the single most important thing you can do to increase employee morale, now let’s take a look at some other motivational tools. The key to succeeding at anything, is to create a structured program that can be easily followed. The same is true here. One simple act can have positive effects, but a structured program designed to motivate and incentivize your employees can have exponential results. In other words, plan.

What goals do you want to achieve? Do you want to increase production. Maybe you want to improve sales? Whatever the goal may be, break that down into the simplest steps. Set rewards for attaining those minor goals. By achieving each of the minor goals the major goal will be reached.

As we mentioned before, monetary rewards are not usually as effective as you would believe, but are a necessary part of any motivational program. The proper way to use a bonus or raise would be to set a goal and then reward the employee for attaining that goal. I hate to give a bonus, just because. You don’t get anything from it, and very often the employee is not satisfied with what they receive. But when you set a goal, and that employee works toward that goal and finally achieves it, he feels a great sense of accomplishment. Also, he’s moved the company that much close towards achieving their goals. So we raised the employees morale, while helping move the company forward. A win win situation.

There are many rewards besides money that can be used. Food is a great example and can be used in many forms. A box of chocolates, a gift basket full of fruits, maybe even a pizza party. Create an employee of the month program and hang a plaque to display the name of each month’s winner. Hang a banner to tell the world about the company’s achievements. Maybe issue caps or jackets embroidered with the accomplishment on the back or side. The ideas are limitless! No matter what you choose, remember what’s most important. That the key is to show sincere appreciation.

Times are tough today. Many companies are facing layoffs and cutbacks. It’s in times like these that low morale begins to creep in. It’s more important now than ever, to focus on keeping your employees happy and motivated. Get out in the field, walk the floor, talk to your employees and listen carefully. They will let you know when they are unsatisfied.

Show them that you sincerely appreciate what they do on a day to day basis. Look them in the eye, pat them on the back and say “thank you”. I guarantee you that you will immediately see morale soar, as well as your profits. Because it’s not always the best team that wins, most often it’s the team clicking on all cylinders.