On a scale of 1 to 10, how happy are you with your painters?

Feel free to be honest: How happy are you with your current painters on a scale of 1 to 10… with 10 being “super-duper happy,” and 1 being “should have fired them already.”

• For example, do they consistently make you money by being productive?
• Do they show up on time, well-dressed, with good attendance records?
• Can they solve simple painting or customer service problems without having to text and call you dozens of times per day?
• Will you have enough painters to process all of your exterior work before the end of the season?

If you said “YES’ to these questions and gave your team a 10, there is NO REASON to read this email.

However, if you are losing money and stressing out daily, let me make two suggestions:

1 – Enroll the Recruitment & Hiring Bootcamp scheduled for Wednesday at 11AM and finally get the franchise-grade tools and systems you need to recruit professionally.

2 – Understand the 4 reasons WHY you are stuck in this present situation…

“Nice Guy” Syndrome – It has been my experience that “nice guys” get ran over in painting. They accept poor performance, disrespect and problems so long… that they eventually just “learn to live with it.”

If you adopt this mindset, your painters will know it – and they’ll take advantage of it for as long as they can. It’s far better to be “firm but fair” with your painters.

#2 Fearing the Pain of “Starting Over” – When you think about time required to find, screen, test and onboard a painter, it can paralyze you. However, if you do recruiting the right way, it’s not as daunting, complicated or time-consuming as you think.

Don’t let momentary fear cause you year-long suffering. Once you start the process of finding a new painters, the job is already half-done.

#3 Not Knowing What to Do (or How to Do It) – Chances are, you have never been trained on hiring and recruitment. It’s likely you’ve never taken a course, read a book or even seriously considered that recruiting and hiring can be a “learned skill.”

However, hiring CAN be learned. And every scaled painting business has already mastered this critical element of being a genuine painting contractor.

Ignoring the “Money Math” of Bad Hires – On average, a painter earns you $1,000 to $1,400 a week in gross profits. However, bad painters can cost you just as much.

Most painters would argue with the paint store for an hour to save $50 on an incorrect bill. However, we lose thousands on keeping bad painters or being understaffed. Your income is dependent upon understanding these basic realities.

Listen, if you KNOW you have problems with your painters, whether it is quality or quantity, I URGE you to do something DIFFERENT than what you have done in years past.

Otherwise, this year will be the SAME or worse.

Our Hiring & Recruitment Boot Camp will give you all the resources you need to become a professional recruiter – and the ROI can be achieved in a few days or less.

In closing, hiring & recruitment is the #1 complaint I hear from painters.

However, it is also the #1 process painters ignore year-after-year.

Why not take most of the PAIN out of PAINTING?

Finally LOVE the painters you work with… and make more money doing it.

Hope to see you on Wednesday! Click here for all the details and to SAVE your seat!

Let me know if you have any questions.

Talk soon…