Friday, November 30, 2018
from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/johnson-controls-participating-in-neighborhood-revitalization/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/eastman-completes-construction-of-manufacturing-facility/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/ecolab-seeks-acquisition-of-bioquell/
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ServiceTitan, the Glendale, Calif.-based all-in-one software for residential home service businesses, has named David Burt, a veteran finance and technology executive with international experience, as the company’s chief financial officer.
Burt most recently served as VP of Content Planning & Analysis and co-head of Corporate Development for the online streaming service Netflix, where he helped the company rapidly expand its international footprint from a U.S.-only to a global player, while also overseeing its rapid investment in original content around the globe.
“What drew me to ServiceTitan was the challenges it is solving for its customers, and the impact that it’s making on the lives of hard-working service men and women, and their families,” Burt says. “The broader home services market represents a significant, untapped opportunity for growth, and ServiceTitan is best positioned to achieve this growth. In addition, there’s an exceptional culture of excellence at ServiceTitan backed by a fantastic team that’s putting that culture into action. It’s truly a special time to be joining the company.”
2018 has been a notable year for ServiceTitan. In March, the company announced it had secured $62 million in Series C funding, and in November, ServiceTitan secured $165 million in Series D funding. The company has also been named one of the best places to work by Inc. and the Los Angeles Business Journal, and placed on the Forbes Cloud 100 list of the world’s best private cloud computing companies and the Inc. 5000 list of the fastest-growing companies in the U.S. In 2017, Forbes recognized ServiceTitan as one of the Next Billion-Dollar Startups.
“During David’s tenure, Netflix grew from a domestic service into a global media provider,” says Ara Mahdessian, CEO and co-founder of ServiceTitan. “He’s bringing that experience and expertise in growing a business to ServiceTitan at a pivotal period for the company. His insights and leadership will be integral to ServiceTitan as we build on the success we’ve had in 2018 and continue to offer our customers the highest level of convenience and customer experience in the home services industry.”
Burt earned a master of business administration degree from Harvard University and a bachelor degree in accounting from the University of Technology, Sydney, Australia. Before joining Netflix, he worked for J.P. Morgan Securities as an investment banker and for Bain & Company as a strategy consultant.
ServiceTitan was founded by Mahdessian and Vahe Kuzoyan in 2012, when they discovered there were few software options to recommend to their fathers — both of whom were tradesmen. ServiceTitan now has more than 600 employees in Los Angeles, Calif., and Atlanta, GA., and more than 2,500 client businesses throughout the United States and Canada.
from Pest Management Professional https://www.mypmp.net/2018/11/30/servicetitan-names-cfo/
The biggest challenge facing pest management companies today is finding and keeping enough outstanding personnel to staff their business needs. According to the U.S. Bureau of Labor Statistics, we are as close to full employment as we have ever been.
Attracting top talent begins with having a strong, positive company culture. In this competitive employment environment, talented prospective employees are interviewing you as much as you are interviewing them. Today’s employees are looking for more than good salary and benefits — they seek jobs that offer a workplace that is employee-friendly, as well. Companies that offer a low-stress setting, flexibility and supportive leadership are more apt to attract high-level prospects. It is, therefore, imperative that you have a plan in place to attract new employees.
For jobs at the technician level or subordinate administrative levels, consider hiring “personalities” and training for skills. This will allow you to develop and integrate them into your system. Hiring managers requires a different strategy, which will be discussed later. For lower-level positions, however, consider these four areas:
1. The ad. The way you write and construct help wanted ads is critical to attracting the desired applicant. Most companies write boring ads. Look at it this way: You’re marketing your company to a prospective customer. However, this time, your “customer” is the prospective employee. Consider using bold statements, such as:
- “If you’re seeking ‘just a job,’ we’re not for you. If you want to enjoy coming to work every day, and loving what you do, keep reading.”
- “Our employees love us, so will you!”
2. Salary and benefits. List a better-than-competitive starting salary range in your ad, as most companies don’t list salaries at all. Offer a good benefits package. If you don’t, that will limit your pool of qualified applicants. Be sure to mention that your work environment is inviting, and that upward mobility is possible for those seeking it.
3. The screening process. To ensure your company is comprised of A-level players, hire A-level players. Widen your search for a higher level of applicants, such as offering employees a bonus for finding prospective candidates, or informing customers that there is a job opening at your company.
If you’re looking to attract experienced managers or sales personnel, the strategy is somewhat modified. Ask suppliers to keep their eyes and ears open for employees that appear unhappy or are looking to make a change, while you do the same at industry functions. Keep qualified candidates’ resumes on file so that the next time you have an opening, you have somewhere to begin your search.
4. Training. Once you’ve hired the employee, a lot of the responsibility of turning him or her into an A player falls on your shoulders. This is where too many companies miss the mark. Often, the employee is thrown into the fire without adequate training. On-boarding (a comprehensive orientation and training program) of employees is recommended immediately after they are hired.
Once the initial orientation is completed, an ongoing training program is a must. This includes programs for technicians, as well as sales, customer service and administrative staffs. Companies without strong training programs have significantly higher employee turnover rates. If you want to mold and keep A players, a strong training program is a must.
If you are truly looking to sustain an A player environment, then consider implementing a leadership development program. Just as resumes feed your pipeline with prospective hires, so does a backlog of current employees who have completed your leadership development program and have demonstrated their ability to move into senior positions. Melbourne, Fla.-based Slug-A-Bug — a client with whom I’ve worked closely for the past 15 years — has put such a program in place.
Employee turnover has become seriously problematic in today’s tight labor market. The direct costs of replacing an employee are significant; therefore, employee retention should be the focus of every employer.
You most likely understand that the obvious retention points — salary, benefits, rewards, recognition and upward mobility — have value because they help attract and keep employees. Instead, let’s focus on the bigger picture of constructing a good human resources program. Simply put, retention success comes down to this formula:
Building and sustaining employee value = a greater employee life cycle
It’s time to start putting employees first. When employees feel valued, they stay with the company longer, work harder and are more productive. Ross Environmental Solutions, located in Franklinville, N.J., and a client for the past 12 years, is a great example of what can happen to your company when you value and care for your employees.
When leadership is respected and trusted, employees feel secure and don’t leave. Leaders who are accessible, communicate well and listen to employees are key to job satisfaction.
Businesses that succeed in fostering a great working environment reap the reward of high retention. Focus on building a positive company culture, encouraging team building, supportive supervision, flexibility, diversity and creativity.
from Pest Management Professional https://www.mypmp.net/2018/11/30/recruiting-training-and-retaining-a-players/
PestPac’s new and updated features for commercial pest control services include CustomerConnect+ LogBook allowing for documentation storage and tracking, with a redesigned auditor mode; redesigned diagrams to more efficiently manage a facility, easily locate traps and bait stations, and allow for faster and easier device management; conditions threshold, which alerts for aging conditions that need to be addressed; and multi-unit mobile capability, which allows technicians to service individual units by collecting signatures and printing reports by unit directly from the mobile app.
from Pest Management Professional https://www.mypmp.net/2018/11/30/workwave-pestpac-commercial-4-0/
Thursday, November 29, 2018
from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/diversey-sponsors-hsc/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/4m-adds-to-team_6/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/city-wide-maintenance-adds-electrostatic-disinfectant-treatment/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/comments-sought-for-chemical-proportioning-systems-standard/
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Menomonee Falls, Wis.-based Wil-Kil Pest Control, a Copesan Pest Solutions partner, was named one of the Milwaukee Business Journal’s Best Places to Work — in the small category with 25-49 employees — for the second year in a row. To determine the winners, employees participated in a survey distributed through a third party on behalf of the Milwaukee Business Journal. The survey focused on factors such as trust in senior leaders, retention probability and feelings of value. Winners were chosen based on the highest scores.
“We are extremely proud to see our efforts being recognized for the second year in a row,” says J. Kevin Jeffrey, general manager of Wil-Kil Pest Control. “We take our employees’ satisfaction very seriously. By offering numerous educational and career advancement opportunities, as well as fun opportunities outside of work, we believe we have cultivated a well-rounded work environment. This recognition is really a testament to the great job our employees do every day whether serving clients or maintaining Wil-Kil’s position as one of the leading pest management companies in the region.”
The Milwaukee Business Journal’s Best Places to Work awarded 44 winners in five categories, from “micro,” with fewer than 25 employees, up to the “extra-large” category with more than 200 employees. More than 125 submissions were considered.
Wil-Kil Pest Control, founded in 1924, is a regional pest management company providing pest management services to residential and commercial properties throughout the Upper Midwest, including Wisconsin, Minnesota, the Upper Peninsula of Michigan, parts of Iowa, Chicago and Northern Illinois. It is an operating division of Copesan Services Inc., with offices located in Sun Prairie, Menomonee Falls, Chippewa Falls and Appleton, Wis.
The post Local paper names Wil-Kil to top employers list, again appeared first on Pest Management Professional.
from Pest Management Professional https://www.mypmp.net/2018/11/29/local-paper-names-wil-kil-to-top-employers-list-again/
I hate holiday parties. I love the religious celebration of Christmas and spending time with my family — I’ll be in Mexico for Feliz Navidad this year. But office holiday parties seem to bring out the worst in people. In my opinion, office parties are more dangerous than sunbathing on a fire ant hill. Why? Because sometimes adults can act worse than children. (More on that in a minute.)
Recently, I have been working in earnest to put together company manuals, service agreements, company protocol, etc. Several things prompted me to finally pull the trigger and put policies in place, including injuries, employees upset with their peers’ antics, and a limitless supply of client queries.
When I started my company 12 years ago, there was no need for a company manual. It was just me killing bugs and cashing checks. Fast-forward to 2018: Schopen Pest Solutions has 18 full-time employees with 18 personalities, concerns, drama, etc. Now I have a human resources guy that I pay $1,000 per month to make sure that my employees don’t sue me or one another.
I used to have some pretty simple rules with my first employees: Come to work, show up on time, see bug, kill bug. Now I have an employee manual that is bigger than War and Peace, and growing by the day.
Cell phone Protocol
The most recent addition was protocol for cell phone usage. As many of you know from reading this column, I try to be very employee-friendly. I give my techs and office staff lots of perks and swag, including cell phones they can use for home or office. Unfortunately, some of my employees use their phones for practical jokes or frat-type hazing that would make presenters at the Rob Lowe Celebrity Roast blush. I had to add a page to the manual on how their cell phones should be used, and what is and isn’t appropriate.
Some of my staff also were using their cellphones 24/7. We had to add another section to our employee handbook discussing data usage. I had one tech who used 30GB of data. At $15 per gigabyte, that comes out to $450. I could have bought him three months of cable and catered his sister’s wedding and it still would have been cheaper. Now, each employee has to sign a waiver stating that they either want to pay for unlimited data usage or pay for each gigabyte they use.
About six years ago, I created my first official document. It was our rodent agreement, which we still use today. I was tired of little old ladies arguing with me about the price of their follow-up visits or whether their follow-up visits were included in the price (they were not). On the rodent agreement, which they have to sign before we will even begin working, it clearly states how we will do our job, what we will be using and how long it will take. It also lists the prices for the follow-up visits, and what the cost would be should they also like their home sprayed for general pest maintenance. We now have similar agreements in place for carpenter ants, wasps, bed bugs, cockroaches, etc.
Running the day care
Each month, I seem to run into another situation that requires an agreement to be typed up or a page added to the employee manual. Our employee handbook is really quite gigantic. There are sections on gas cards, insurance cards, time cards, truck maintenance, sprayer maintenance, bathroom maintenance, personal relationships, personal hygiene, personal time, paid days, holidays, off days, damage to company property, stealing company property, sleeping on company time, body wear, foot wear, Friday wear (yes, we have a “Crazy Friday” dress-down day), three missed days, three accidents, three years on the job, health insurance, life insurance, and insurance via a famous duck. I call my employee handbook, “Adult Day Care.”
Speaking of adult day care, let’s revisit a Christmas party from two years ago. My company was finally big enough where we could have a fun night out at a restaurant with our employees. We invited spouses and had more than 20 people there. My awesome wife came up with games and entertainment for the night.
After dinner, one of my techs thought it would be funny to hide another employee’s cell phone. This particular employee and his wife had been drinking, and they didn’t think it was funny. A few nasty words were exchanged and boom! Fun night was destroyed.
Because of the drama at that Christmas shindig, we didn’t have a company party last year — although we did have a chili cook-off, which was a blast. As of press time, this year, we are going to try to have a bowling party for Halloween. Keep your fingers crossed; otherwise I might be adding a company policy on bowling.
from Pest Management Professional https://www.mypmp.net/2018/11/29/behold-the-power-of-policies/
Why do we have horrible, awful, nasty and scary spiders? Food. Spiders would not be harboring or hunting in an environment devoid of food. Their mere presence is really symptomatic of a different pest issue — usually small flies, or what the industry dubs “outside occasional invaders.”
Spiders hunt and harbor in the same general area. Visual inspection with a good flashlight will reveal hotspots of activity. So will looking for areas of congregating dead insects.
When properly placed, glueboard monitors can help detect — and more importantly, identify — the species with which you are dealing. Is it really a brown recluse spider, or just another wolf spider?
Finally, while insecticide use can work for controlling spiders, we find habitat modification, sanitation and eliminating their food source are also important components to success.
from Pest Management Professional https://www.mypmp.net/2018/11/29/determine-the-real-reason-for-spiders-presence/
Wednesday, November 28, 2018
Heat Assault’s 500X unit is capable of reaching temperatures of 145°F or higher, resulting in total death of all bed bugs and bed bug eggs in a matter of hours. Heat Assault uses forced convection technology, which creates a powerful, consistent and uniform output of heat. This allows entire floors or multiple units to be treated at one time, with just one professional required and no additional state or province permit applications needed, the company says.
from Pest Management Professional https://www.mypmp.net/2018/11/29/heat-assault-500x/
from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/cascades-to-upgrade-north-carolina-facility/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/cintas-facilities-in-indiana-recognized-for-safety/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/staples-names-new-vp/
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from ISSA News feed for the Cleaning Industry https://www.issa.com/news/news-details/all/imperial-dade-among-top-private-companies-in-ny/
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Atlanta, Ga.-based Arrow Exterminators has wrapped up its fourth year of #ArrowCares, a social media campaign to raise money for the National Breast Cancer Foundation. The fundraising campaign ran in the month of October in conjunction with Breast Cancer Awareness Month. Arrow made a $5,000 donation for the fourth consecutive year to the National Breast Cancer Foundation, concluding the #ArrowCares campaign.
Arrow Exterminators’ service professionals wore special pink shoe covers during the month of October. Customers were asked to take a photo of their service professional’s pink shoe covers and then post the picture to one or more of their social media accounts using #ArrowCares. Arrow Exterminators donated $1 to the National Breast Cancer Foundation for each of these posts. Arrow team members also wore pink ribbons and wristbands to show support to those who have survived breast cancer and to remember those who have lost their fight against this disease.
“Service and philanthropy play a significant role in the culture of our company,” says Emily Thomas Kendrick, president and CEO of Arrow Exterminators. “Breast cancer has impacted just about all of us, either directly or through a loved one, and we felt a call to action to help. We are eager to continue the momentum of the #ArrowCares campaign and do our part in the battle against breast cancer.”
The National Breast Cancer Foundation’s mission is to provide help and inspire hope to those affected by breast cancer through early detection, education, and support services.
from Pest Management Professional https://www.mypmp.net/2018/11/28/arrowcares-donates-5k/
Orlando, Fla.-based Massey Services has once again increased its sponsorship with Autism Speaks, a non-profit organization dedicated to advancing research into causes and better treatments for autism spectrum disorders and related conditions.
Massey Services has sponsored Autism Speaks in Orlando since 2007. In 2016, it extended its sponsorship to participate in fundraising efforts in Tampa, Fla. This year, the company expanded again to additional markets, including Atlanta, Ga; Charlotte, N.C.; and Dallas and Austin, Texas.
“Autism Speaks is an organization that is extremely important to our company, and we’ve been proud supporters for many years,” says President Tony Massey. “We believe in giving back to our communities, and this is another great example of our commitment. We are so thankful for all of our team members who volunteered, participated in the 2018 walks and made financial donations.”
In addition to the Autism Speaks walks sponsorship, Massey Services also provided a charitable contribution to the Jacksonville (Fla.) School for Autism in 2018.
In 2014, the Harvey and Carol Massey Foundation donated a $500,000 gift to Nemours Children’s Hospital to develop an early autism intervention program, which brings Nemours experts from many disciplines together to help children and families.
Celebrating 33 years of consecutive profitable growth, Massey Services and its subsidiary organizations employ more than 2,100 team members and operate 1,800 vehicles that provide residential and commercial pest prevention, termite protection, landscape and irrigation services to approximately 600,000 customers from Service Centers throughout Florida, Georgia, Louisiana, Texas, South Carolina, North Carolina and Oklahoma.
from Pest Management Professional https://www.mypmp.net/2018/11/28/massey-expands-autism-speaks-support/
If you’re like me, growing up and getting the privilege of watching “The Andy Griffith Show” was a real treat. Each episode was not only packed with laughter, but also some great life lessons.
The show premiered on CBS on Oct. 3, 1960, and ran for 249 episodes. It was No. 1 in the Nielsen ratings during its final season, and never out of the Top 10 during its eight-year reign. There will never be another show that even comes close to matching it, in my humble opinion.
Compassion and community
So, what can we learn from “The Andy Griffith Show” about running a pest management business? Well, compassion is one of the things I think of first. Andy hired Barney Fife, even with all of his quirky ways — and stuck with him despite all the troubles he brought to the table. And then there’s Otis Campbell, the town drunk. You had to have a lot of love in your heart to put up with Otis. The kindheartedness, concern and care displayed on the show are definitely examples of how we should treat our customers and employees in today’s economy, if we want to keep them.
Aunt Bee certainly took pride in caring for her nephew Andy and his son, Opie. Her servanthood mindset was on display with each homecooked meal she served. In her first episode, Opie was reluctant to welcome her to the household, but then his compassion came through. After seeing her about to leave, he said: “Well, if she goes, what’ll become of her? She doesn’t know how to do anything — play ball, catch fish or hunt frogs. She’ll be helpless.”
The next thing I think about when I think of Mayberry is community. Just imagine if all our towns and cities today were like the community of Mayberry. Citizens got involved and actively participated in making life better in that town. Are you active in your Chamber of Commerce, Rotary Club, Lions Club, church, school, etc.? You can’t complain about your neighborhood if you don’t do your civic duty to make it better. The more positive actions we put forward to make our communities better, the more likely the benefits will come back to us tenfold.
I could talk all day about Mayberry and “The Andy Griffith Show,” and the joy I get from watching each episode. I know I got you thinking about all the hilarious situations you remember about the show. And who can forget the characters — Floyd Lawson, Ellie Walker, Ernest T. Bass, The Darlings, Thelma Lou, Helen Crump, Howard Sprague, Emmett Clark, Rafe Hollister — and we can’t leave out Gomer Pyle and Goober Pyle.
Offer a smile
Finally, I’ll leave you with this gem from Goober, who worked at Wally’s gas station. His motto was “service with a smile.” I hope you provide that to all your employees and customers. I also hope I’ve made you smile a little today.
from Pest Management Professional https://www.mypmp.net/2018/11/28/try-the-mayberry-approach-to-service/
Burrat Samurai Armor Door Sweeps prevent the intrusion of rodents and insects through gaps under doors. The durable door sweep features a stainless steel frame to protect the attached brush, with a company guarantee. Installation is easy, the company says.
from Pest Management Professional https://www.mypmp.net/2018/11/28/burrtec-burrat-samurai/
Tuesday, November 27, 2018
Pest management professionals (PMPs) seeking the latest information on bed bugs descended on Denver for the National Pest Management Association’s (NPMA’s) Global Bed Bug Summit held at the Sheraton Denver Downtown hotel Nov. 27-29.
The event, which is sponsored by Bed Bug Central, kicked off with a beer tasting reception in EXPO Central the evening of Nov. 27. More than 40 suppliers, manufacturers and service providers showcased bed bug monitoring and control solutions.
More than 500 registered to attend the event this year, an all-time high, said Phil Cooper, founder and CEO of Bed Bug Central.
The Global Bed Bug Summit is held every other year; in 2016, it took place in Indianapolis.
from Pest Management Professional https://www.mypmp.net/2018/11/27/live-from-2018-global-bed-bug-summit/