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We have all been there.  You want more out of your employees than they are willing to provide or want to provide.  Projects are backing up and you need all projects to come in on budget or hopefully under.


We ask and ask for a push for the day, but it seems like feet are dragging and the extra effort is just not there.


However, before you can wave the Carrot in front of their nose, you have to find out if they even like carrots.


The Exploratory time and discovering what makes them Tick:

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  • Take time every time you visit a job site and engage each crew member.
    • Ask them “How are they doing?”
    • Ask them “How is the family?”
    • Ask about their “fill in blank?”
      • While asking these questions, listen and show you DO Care.
  • Ask the in-charge person about the project:
    • Is there anything they need to accomplish the goal?
    • Compliment the work being performed
    • Even though they are doing their job tell them “It looks great”
  • Hang out with them during break or lunch as it amazing what you will find out about them.
  • Think before speaking, negative feeds negative.
  • Daily greetings & affirmations on GroupMe are a game changer.


Quite often, what makes our employees TICK is what will motivate them.  Not all employees want the same thing, so changing incentives for each may be necessary.


A few years back, I decided to take all my employees golfing for half a day.  I like to golf and I thought this would be a fun bonding experience for the company.  Some needed prodding to attend, but all did play that day.  I will sum it up as saying, “We will never go golfing again together.”


So take the time to find out what motivates each of your team members.


The Motivational Incentive: These were all derived with discussions with, my team at Ramsden Painting, as well as individual discussions over a period of time.  What motivates one person now may change over a period of time.

  • Monetary rewards are always welcome, but does not motivate all.
  • Days off and half days when goals were exceeded.
  • Paid Birthday or holiday off.
  • Purchase new equipment per their request to make the job easier or more productive.
  • Buying lunch for the crew. We usually give them a days notice as some bring their own.
  • Team parties and get-togethers.
  • Gas gift cards and flower cards (for significant other)
  • Taking a leader out to lunch just to connect.
  • A Pat on the Back and telling them they, “are doing a GREAT Job!”


“Success is simple. But what’s simple to do, is simple not to do. ” – Jim Rohn

Rocket Science this is not, but we often look over employee contributions for the bottom line of the company.  We have found if employee moral is positive, jobs finish with higher quality and many under budget.


“You are the curator of your culture. ” – Peter Schultz


An Employee is more apt to walk in to a project with a CAN DO attitude surrounded with positive energy than if the opposite is happening and moral is negative around them.


Once your culture is strong, your numbers will almost take care of themselves. 


For more tips and methods used for employees, step by step processes and procedures ,which will all add to your bottom line check out the DYB Café and private DYB Facebook Community that comes complimentary with membership for just $1 trial today.


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About the Author

Ron Ramsden is the owner of the successful Ramsden 1-800-PAINTING, who implemented the DYB SYSTEM, and crushed it in 2015, and now coaches other painting contractors around the nation to do the same.