Depends how fast you clean 🤷‍♂️ honestly I clean faster than my employees so I can earn more in an hour than them, no matter the price. Time yourself to clean a window and then divide that into an hour to figure out how many windows you can clean in an hour at that speed. Then don’t forget, if you are working for 8 hours, only 6-7 of those hours are actually on the glass.

@Darius Irani just get lettering on your vehicle… then every time you drive you’re technically on the clock doing marketing, driving your sign around to build brand awareness and attract potential customers 😆

@Darius Irani yeah I’m not a legal or tax expert 😂 best to trade cautiously

@Jeremy Azoulay depends 100% on the guy and the leadership. Hire a few guys, and you'll see. When a company only pays comission, there's usually a reason and a specific "type" they're going for. and often times they churn employees like crazy. I don't want to have a hiring agency. I want to build a team that sticks around and feels secure and appreciated. Not ideal for max profits, but makes me enjoy what I'm doing more.

@Jeremy Azoulay it doesn’t hurt to try things, whether you pay hourly, salary, or commission, having some type of incentive helps. I started out paying my guys $25 an hour, but quickly regretted it, not starting out a little bit lower with easy bonuses to hit, that they could do every day by following the rules. Depending on the type of guy that you’re hiring, obviously those incentives can change, but simple things like showing up on time to every appointment for the whole week. Usually, when guys get paid with a commission structure, tell them they get 25% of job, but they get a 5% increase if they hit all of the required standards, like showing up on time and no callbacks. Each pay model has different obstacles. If they’re commission based, you have to have checks and balances for quality If they get paid hourly, you need to incentivize them to work faster. Somebody who has paid a base salary will fall in line with some of the same patterns as an hourly employee, except they won’t be whining if you have a rainy day. The salary is more to show commitment to the employee, that you won’t leave them hanging. Hourly employees won’t get paid for holidays unless you make that clear, and in general, they won’t stick around as long… or at least you have to work hard harder to build a trust to keep them around. It’s expensive to train someone, so if there’s ways to incentivize them to stay around or come back after the slow season, it’s good to think of that in advance. The amount of time and effort that goes into teaching one guy the skill might not feel like it’s costing you something out of pocket, but it is pulling from other opportunities that you would have. I really like how Costco handles it. They might hire a cluster of employees once or twice during the year, right before they’re busiest seasons. So for them, it would be spring and fall. All of their new hires are hourly employees, who know that they’re only being hired for the season, 2 to 3 months. What they also know is that Costco promotes almost every position from inside the company, and those two or three months become an audition. If they do a good job, Costco will hire on the top performers to become salaried employees. This gives them incentive to work hard, do their best, and even compete in order to be the best employee possible.

🔥🔥🔥 That’s some real wisdom there, well said!

Softwash it. Apply a degreaser or basic soap and scrub with a brush (something like this that you could get at Home Depot https://amzn.to/3NL9xNs ) Then rinse it clean. I charge around $75 for something like that and try to finish in 15 min or so, but it always takes longer than I want.

@Carl Vereen great work 👌