[toptobottom]

Hi..
I'm interested in how you domestic cleaning guys (or girls!) start new cleaners and assess them during their trial period. I've tried a few techniques when I take someone on: clean alongside them (this works when I'm there but seems to go to pot the first time they are left!), double them up with somoeone who I trust (again, doesn't always work). I'm after inspiration as I'm recruiting again and want to make sure that my new people start cleaning to the same standard as my current girls who are v. good but I've had to put alot of hours in with them....I know I'm still going to have to put the time in  , but any ideas would be good.

Cheers
Lynne

[Art]

I've got a simple methood if there's complaints i don't pay them

[blacksheep]

i thought that was against the law not to pay them, they have turned up even if work is not to the standard you would like.i usually weed out this type of staff in the first 12 weeks :

[CMS]

We have a great work incentive scheme................

We call it "fear of the sack"   

[Jan K]

I think the same way as James and CMS.........fear of no pay or no job usually gives them the incentive to do a good job

[blacksheep]

hi jan ,i understand what your saying but i thought it was against the law to withold wages,as far as i am aware a member of staff can call the police and have the company up for steeling and sue not only for wages but undue stress or anything else they can think of, may be someone on the forum is a bit more up on the law, i would be intrested if this is true although im 75% its right

[Tim Downer]

Surely you must have this down in writing in their contract, that if the work is not up to standard....then they are not paid!!
However, if their work is not up to standard.....is this down to lack of proper training?.....!

Obviously, after proper training and they are still having complaints made against their work.....would have to think of a way to get rid of them!!

Regards
Tim

[*Chris Browne]

wow! we will be into public flogging next

[blacksheep]

hi timbob, i know my contract at work says they with hold xxxx amount if you dont bring back the uniform,So you can put this in a contract of employment you will with hold wages if work not up to your standered. i still think its against rthe law.but.... i am about to draw my employments contracts up, and if its the case i would like to know because i will use it if it works! wheres fox ,she is always bang on the button with things like this,she does not say much but when she does shes poop hot right.

[Simon H]

I'm quite partial to a good flogging !!!

[Jan K]

My contract states that if the work isn't up to standard then the Cleaner has to revisit the property and reclean it free of charge...........that usually keep them on their toes! I haven't had to employ any 'nasty' tactics yet, but I am sure my time will come!!

[BSF]

I’m no employment law specialist, but in my opinion if an employee works for you (you have to pay them)
I always take staff on based on three months trial, after this they get a contract of employment, sub standard performance is a disciplinary offence, a verbal warning (or coaching) then a written warning, a final written warning, then the sack.

Obviously gross misconduct (stealing, assault etc) leads to instant dismissal.

Some of you on this forum are referring to your staff as though they are self employed or contractors, where then I think you would have a legal case to defer payment until the job in question was carried out to a reasonable standard.

One clause I do put into my contracts as well as cost of uniform being deducted is that if the employee doesn’t give me the statutory notice required and work it, any holiday pay owed to them is forfeited.

If you choose to employ someone you have to pay them for the hours they work, if you’re not happy with the standard of work, you go down the road of warnings which can lead to dismissal, not paying them isn’t  a very good idea.

Best regards

Paul

[Tim Downer]

I was not suggesting that you should put into your contract of employment a clause to state that you will with hold wages on work not done properly.....especially as i dont do this myself. However, sub-standard work by my employees, i am not happy sending them back and paying them to correct their work. But the contract i have with them is that i pay them for the work they do......good or bad.
Might have to rethink that one or re-train the duff workers before sending them letters etc.

Tim

[blacksheep]

hi there , the way paul does  it is the same road we go down at work.you can weed the shirkers out in the trail 12weeks

[Fox]

Hi all

You can put anything you like into a contract of employment but it won't be worth the paper it is written on if it is deemed as unreasonable.

You can with hold pay in leiu of notice however it does have to be paid, so if you are due one weeks notice you can hold the employees money for one week before you have to pay it. 

As for training it is reasonable to put a clause in the contract that states that if the employee leaves employment within a certain time frame (I put six months) then all training costs have to be paid back.  I only tend to use this clause for any outside training I have paid for but it is reasonable to calculate certain in house training costs and add this to it.  You must ensure the employee is aware of this to start with though and the amount of costs inccured.  You can do the same with unreturned uniforms.

Have a booklet made up for your employees stating the important bits in the contract in simple english plus manual handling, h&S and COSHH.  This will ensure all is clear to the employee and ask them to sign a simple statment that says they understand and agree with all of the terms set out.

When training an employee don't just clean with them, show them how to do it, even if they say they have been cleaning for years.  Give them tips on best methods - drying all stainless after cleaning for example or one of my favourites, get them to sit on the toilet and ask them what they see!  This shows them the view from through the clients eyes, which few cleaners think about.  Most of all after training make sure you spot check, spot check and spot check!  If you have carried out training properly very few people are completely crap, for those that are get rid.

Fox

[Simon H]

For what it's worth I beleive there are very few BAD cleaners it's not rocket science!
What there are out there in abundance are BADLY TRAINED, BADLY SUPERVISED, BADLY MANAGED CLEANERS

Once you have determined that the employee has the correct attitude for the job they must want to get it clean!!

All my guys have to get a satisfaction certificate signed by the client before they leave the job this goes a long way towards eliminating shoddy work and therefore expensive call backs 

Simon

[toptobottom]

Thanks V much for that, especially Fox...that was really what I was after. It is what I do...especially the sit on the loo bit as you're absolutely right...usually that's the main view that customers have all week!. 
I do need to re-think my contract of employment but I really do believe that if I put the effort into proper interviewing etc in the first place I also need to ensure that the training is up to sctratch...I'm really not into not paying people or returning to 19th Century employment attitudes...but I also dont want the pee taken out of me or my customers either. I'm sure it works for some, but not for me.

Cheers
Lynne