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Introduction
Stephanie: Hello everyone, welcome or welcome back to the Filthy Rich Cleaners podcast. I am your host, Stephanie, from Serene Clean. And on this lovely morning, I wanna talk about something that is top of mind for me this week because of two different scenarios that I am experiencing currently with two of my cleaning techs. And that topic is accountability.
And I wanna make an episode about this because I truly believe that being able to take accountability is going to be one of the telltale signs of if somebody is going to be successful in your business, as well as if you are going to be successful in your business. Can we take accountability?
So I honestly wasn’t even going to make this episode. I had another topic in mind, but it just, it was hitting me so strongly of why these two different cleaners are making me feel very differently, making me think very differently about them, as well as their future at Serene Clean. And both of them are happening right now. And so let’s get into it.
If you don’t know who I am, my name’s Stephanie. I own a company called Serene Clean in Western Wisconsin. I run it remotely from Savannah, Georgia. I took it from zero to 1.5 million within three years. We are now hovering between 1.3 and 1.4, shrunk a little, got our shit together, and we are blasting through our goals this year.
So if you have never heard of me, if you’ve never watched Filthy Rich Cleaners, welcome, so excited to have you. Please hit that like, hit that subscribe, hit that hype button right now, guys. It really, really helps us, especially early on when the video goes live. And leave me a little bee emoji if you’re listening, ’cause I have these beautiful little honeycomb earrings, actually, that a staff member gave to me last Christmas, and they are one of my favorite sets of earrings. I’m a big earring girl, if you guys have not noticed yet.
So thank you so much for joining me today on this lovely Thursday when I am recording it. Okay, guys, accountability. Let me tell you what’s going on.
Cleaner Number One: A Great Staff Member Going Through It
So we have two different staff members that I am going to be discussing right now. They are active staff members, so I will not be using their names. Of course, for anonymity, you know how I like that word. (laughs)
And let’s start with staff member number one, who has been with me for over two years, I believe going on three years. Historically speaking, incredible staff member, still an incredible staff member. I am not going to have one word of slander on this woman’s name. She is incredible. She is an absolute joy to be around. She embodies the core value of positive and grateful attitude, which is one of our core values at Serene Clean.
And that doesn’t mean you have to be happy all the time. That doesn’t mean you always have to be having a good time. However, you need to be able to turn it on, look at the bright side, get the job done, right? That’s what that means, is that we’re going to have a good time while we’re working. And if you’re not having a good time, put on a good face for the customer, right? Because that’s what’s most important is that their experience is reflective of positivity. They’re having a good time with us, and we’re not bringing our clients down. And this is going to show up in employee number two, okay? Amongst many other things.
So employee number one, she’s been with me. She’s incredible. She’s always getting great feedback. I genuinely love being around this person. Just an absolute total joy to be around.
So she has had a lot on her plate lately. She is a mother. She’s going through school, working a lot. Like she’s got a lot on her plate, right? And historically speaking, she has always excelled, you know, always gotten good feedback, always taken feedback well, et cetera, et cetera, communicates well, just like really, really fantastic. I just, I really love her, honestly. So I can’t stop singing her praises.
And so over the past couple of weeks, we have had some huge quality issues with her. And to the point that two different clients now have requested that another staff member services their home, which is a very big deal. I’m not going to sugarcoat it if that happens. And it’s based on quality, really based on anything, right? It’s a big deal, but based on quality, that is a big deal. Thankfully, the clients did not cancel.
Shout-Out to Hannah
And the first scenario, actually, I want to make a shout-out to Hannah, my lead trainer or quality control, quality assurance and field development specialist. I could never spit out her title because she kind of remedied the situation and went above and beyond. So I just want to highlight Hannah. And this is of course, not to shame my first cleaner, but I just want to talk to you guys about the reality of these things happen. These things will happen with some of your best staff members too. So don’t be alarmed if sometimes they go through these time periods, right?
And so we had gotten an email late in the evening, afternoon, I believe last Wednesday. And the client was very, very unhappy with the quality of work. Additionally speaking, she was having a large gathering at her house, I think a family event at her house. And so there was no time for us to come back the next day, I think because people were already starting to arrive. So she was in a tizzy. There was so many things missed.
And Hannah saw this after having a full day of work, she saw this email, ’cause she is one of my managers, she sees the emails. And she took the initiative to call the client, drive to the client’s house. It is past six o’clock by now, clean for several hours, got done at 8:45 at night and still had a 45 minute drive back to the office and then back to her house and then cleaning the next day.
So I just want to take the time to like highlight that, that that level of integrity and teamwork, it just, it stuns me. And of course we gave our verbal kudos and shout-outs to Hannah profusely. We thanked her, thanked her monetarily too, of course, because that is, it’s just above and beyond.
So I just want to make sure I recognize that too in this conversation of when you have somebody do something like that, please make sure that you are so appreciative in any way that you can be, because that really saved the day. It saved the day for Serene Clean, it saved the day for that client, because she’s going to remember that. The client was in tears on the phone when Hannah called and offered to come do this.
So I just, go watch the episode with Hannah if you need to know who this woman is, because I am so fucking blessed to have her. I’m blessed to have so many wonderful staff members. I could list them, list them, list them. However, I just want to take a moment and give her her kudos because that was incredible.
How to Deliver Negative Feedback
So of course it’s not a good situation that we have to do that in the first place. Very rarely does this type of thing happen where we miss the mark in this way. It was really disheartening to see that feedback come through.
And so in that situation, when we do get like an email, voice message, whatever, we are going to be sharing that next workday with the staff member. And I want you to be cognizant that this can really throw them off their game for their current cleanings if they get some negative feedback like this. So I suggest to you to be cautious. Of course, there’s only so much you can do to time the feedback, but we prefer to do it at the end of the day so that they can show up for their current day clients whenever possible, right?
And it’s not like we’re firing them or anything like that. Of course not. It’s just, we don’t want to give them a bad workday too. It’s hard to come back from that. And it’s really hard to not feel disheartened. So when possible, do that. Be aware of that, especially if they are around other staff members, they might be in their feelings, and warranted, right? Warranted.
So in this scenario, we just literally sent the screenshot of the email. We literally share the email or the feedback that we get back from the clients. We share that with the staff member. And so that is just completely transparent and then they can give their side of things.
And she completely owned it. And that is what stands out to me is that level of accountability. Is completely owning it. She apologized. She’s like, “Wow, I’m clearly missing things. Like that is unacceptable. It’s going to get better. I promise.” That type of thing.
She also apologized to Hannah when she saw her. She was really down, this cleaning tech. And I feel for her when I heard this in my Ops meeting yesterday of how April was describing how down she was. I’m just like, “Oh God, my heart breaks.” Because she can do great work. And that is what we reiterated. Giving the feedback is like, we know you are an incredible staff member. We know you can do incredible work because we’ve seen the proof. The proof is in the pudding. You’re a wonderful person. You know, this sometimes happens. And please just be watching those details. Make sure you’re doing a walkthrough at the end. That type of thing.
Watch What You Say on the Job Site
And we also had a situation where the client overheard her and the new staff member that was with her. And they were talking about things at the job site that should not be talked about. And a client did mention that in the email as well. I was like, “I don’t want to hear any of that.”
And the cleaner actually called us in a tizzy before any of this happened because she realized that the client was still home. She thought the client had left. And so then the client came in later and she was like, “Oh my gosh, she might’ve overheard us talking about these things.” And she called us just so absolutely in a tizzy. Like, “I’m so sorry. I know that we could be recorded. I know that we could be getting listened to and we shouldn’t have been talking about this stuff at work.”
And it was just a really good reminder. I brought it up in our team meeting. Of course, again, all anonymously, but just like, these are the instances of like, share with the team, right? You do not have to, do not say the cleaner’s name. Of course, that, you know, we praise them in public and we work on things in private when it comes to that stuff. But if there is a lesson, a reminder to be had for the entire team, we are going to do that. Just to reiterate.
So we already had kind of the scenario with this client. And then to get that feedback, like I think that if the quality was there, we never would have heard from the client about those topics being discussed. But it was like, and also this happened too. So while we’re at it, let’s talk about this too. So it was just kind of a rough situation.
So it just, it was so clear that this cleaner was so upset, not with us, not with the client, but with herself. And she was beating herself up and she was just taking full accountability. And I don’t want my cleaners to be stressed. I don’t want any of my team to be stressed or anything like that.
But the point I’m trying to make with this episode is that if somebody genuinely messes up, including us, the fastest route to getting through it is to go through it, right? You can’t skirt around it. You can’t blame anybody else. We just take accountability. We just say, you’re right, I messed up. That’s on me and I am going to do better. And this is how I’m going to do better, right? These are the ways that I’m going to do that. I messed up and I’m gonna make it right.
Why Clients Don’t Always Tell You
Then with the same cleaner, we ended up having to — she had, I think a day off or schedule change. And so we had sent another cleaner into one of her regulars and the regular then emailed saying, “Oh my gosh, can I get this other cleaner?” And we’re like, “Yeah, I mean, is this just a preference or is there some feedback?” And she’s like, “I really didn’t want to say anything, but there’s some details slipping with cleaner A and it’s been going on for a while.”
And so this is another lesson of clients, as much as we tell them, please share the feedback, this client really, really likes this cleaner. And so if the client loves the cleaner, loves their personality, a lot of times they’re very hesitant to share anything that could potentially like get the cleaner in trouble or reflect negatively on them. And so a lot of times we need to prod, we need to ask, and this is just a really great reminder of making sure we are checking in with our regulars. They make those connections with their cleaners, but that does not change the fact that sometimes those cleaners may be having some issues with quality and we need to hear it.
And those are the instances where the clients kind of just quietly fall off the schedule, they cancel, they’re very like vague about it. Where if we had just asked, if we had proactively been asking — use those service rating features in ZenMaid. If you’re a ZenMaid user, please make sure you’re using those service rating features where you’re asking for that internal feedback. Please make sure you’re checking in with your regular clients and just reiterating any feedback we want to know so that we can make it right.
They deserve to be getting top level service, top level quality, because that’s what they’re paying for. Especially if we are trying to demand high prices, which I am trying to demand that, absolutely. Our service needs to be spectacular. And that’s what the bedrock needs to be, as I always say, of quality.
And so when that feedback came through, of course, again, we shared it with the main cleaner and she was just like, wow, I guess like life stress is getting to me a lot more than I thought. And specifically it was like shower grout, those kinds of details of scrubbing things, and she was like, thank you for sharing with me, this is on me. This is going to get fixed. I’m going to turn this around.
And so funnily enough, we got three Google reviews, five star Google reviews for this cleaner yesterday. And so I want to reiterate, this is a great person. She is absolutely capable and absolutely delivers on incredible quality time and time again. People love her, they love her personality. She’s just, she’s effervescent. She’s a wonderful person. I can’t stop going on about her because she’s wonderful, but she was messing up. And so it doesn’t mean that we changed the quality standard. It doesn’t mean that we are like, well, we really like her, so therefore she can get away with subpar service. That’s not at all what I am saying.
Guest Applications for the Show
Quick little break here. If you have ever been listening to the Filthy Rich Cleaners podcast and thought, oh my gosh, Stephanie would die at this story. Well, guess what guys? I want to hear that story, okay? We are looking for guest applications for the show.
And I know many of you have never been on a podcast before, but those are my favorite episodes to be frank, is the owners who are just here to share their stories. So if you are an owner who wants to share their story, or perhaps you would like to have a free consulting call with me and ask me your questions live for everybody else to learn from, that is also an option.
And then finally, if you know somebody in our industry, you have a friend or somebody that you look up to and have learned from, who you think would be a great guest option for us, please go to the link down in the bio and we would love to see you apply or nominate them and we will take it from there. And I would love to have a conversation with you and get to know you more closely. Back to the show.
You Can Love Someone and Still Hold Them Accountable
What I am saying is you can love somebody and you can still hold them accountable because you know they are capable of greatness, and I know she’s capable of greatness. And we did not — and I talked about this with my managers yesterday. I was like, do we need to do more training? Do we need to have a sit down? What does this look like? And Crystal’s like, honestly, I don’t think so. I think that, you know, I had a conversation with her already over messages. She’s beaten herself up enough about this. We don’t need to reiterate. She’s like, if it keeps happening, of course, then we need to escalate. If this happens again. However, like this woman is taking full accountability and she looks like, you know, like she is so distraught over not performing as she typically does and she is going to fix it.
And enough said, heard, right? We don’t need to say anything more. She saw what the client said. She cares a lot about that. She cares so much about that. She loves her job. She’s very good at her job. I can’t, how many times can I say that, right?
And so we don’t have to beat her up. And when I talk about — not physically, obviously we would never beat her up physically, but verbally — we don’t have to sit her down. We don’t need to like keep hammering this. Literally just sharing the feedback is enough, right? That is plenty.
And that right there, when you guys ask me like, how do I find a good manager? How do I — like all of these things, right? Like staff members, team. When I look at any of the staff members that absolutely excel, I literally have to show them the thing. I have to show them the feedback. They notice the mistake, something like that. When I think of the office managers, anytime they’ve messed up, I have never, of my managers, I’ve never sat them down and beat them up over something like that because they’re doing it themselves, right? If they were not aware of something, then of course, yes, I’ve had to have conversations, that type of thing. But if they found the mistake, they absolutely were beating themselves up. They were taking care of it and they were mortified. More so that I almost have to soothe them, like guys, this isn’t a big deal. We all make mistakes, that type of thing.
So that trait of, they take such pride in their work and nobody else on the company needs to come down on them. They do it to themselves. And that sounds negative, but that just goes to show that personal responsibility and accountability is so intrinsic within them. I do not need to try to artificially create that in them because it is very hard to do so and darn near impossible. And I prefer not to even try. I prefer not to even try. I prefer to get people who already have that. And that’s gonna be shown in cleaner number two, as you can see by my face. (laughing)
So all of that being said, if the staff member happens to watch this, I love you, you are amazing. I know you can do great work and you’re gonna turn this around. And she already is. She’s getting this great feedback and it always hurts, it stings, but being able to hear it, own it, and then make a change, that’s what makes somebody great.
All right, and that applies to every single one of us as well when we are messing up, when we have made a mistake. And I think it’s so important to be able to apologize to your staff members, apologize to your clients, because at the end of the day, it’s your whole company. Right, like it is your company. You are responsible for everybody, right?
So all of that being said, and if you want a good book, I would recommend on this topic, it is “Extreme Ownership” by Jocko Willink that really, really influenced me early on in my business. And I think that it has applied greatly in so many lessons throughout the years.
Cleaner Number Two: The Accountability Problem
So on to cleaner number two. (laughing) Oh my goodness. She has been with us for two months, two months. And the amount of back and forth that we have had to have both with her and the clientele that she is on — she was on commercial clients only — is absolutely insane. And this woman will not take accountability, in my opinion, which is a fact in this particular situation. And I’m pretty disgusted. And she is on her final warning. And if there is another thing, like it’s done. It’s done. I mean, I’m pretty much already made up my mind. Timing would not be ideal, it’d be tough to cover this week, but I’m just, yeah, I’m pretty disgusted with the lack of accountability. That nothing is ever her fault. There’s always a sob story. There’s always somebody else to blame.
And then, you know, the thing is, at the one client that she serves, there is some challenging people there. Let’s just say, great. I love working with them. It’s a great account. They bring us in a lot financially. That does not change the fact that some people there are very difficult. It is a large place. There’s a lot of employees there. But when multiple of their employees is going to their contact with us and saying like, I don’t even wanna be in the lunchroom with this woman. And these different situations have happened and unprofessionalism and whispering things under her breath and just being really, really combative. That is the word I would describe. This person is combative.
And they of course did not showcase this during the initial interview, the second interview. They didn’t showcase this during the training. And now that they’re on their own, this is happening, right? And so those first couple months are gonna reveal things to you guys. Really the first couple of weeks will, right?
And the signs were there. And this is a good example of we couldn’t tell ’cause her life was quite chaotic and we wanted to give her a chance because we’re like, we can really help this person. She really wants this. She really needs this job. And we think that she’s gonna do a good job. We also think that it’s a perfect scenario because of the accounts that we need to cover. Like it was a lot of ideal scenarios. So it’s like, yeah, let’s give this a shot.
And this is just how many times has Crystal had to pull her in and talk to her about having a positive attitude, having a professional attitude. And like, it’s kind of wild to me. But again, this is a perfect instance. Like this is gonna sound harsh, but you need to be able to fire people in your mind before you actually do it sometimes. And just know that it depends on timing, right?
And they’re still getting a paycheck. I see it as like, you’re still getting a paycheck. We have given you every single instance and every bit of feedback in order to change this. The ball is in her court. And this is what I’m talking about with accountability is that she has every opportunity to have this job. We wanted her to have this job. We kind of needed her with the coverage, right? Because it just, it was a good situation. It made a lot of sense. She was able to start right away. Like we want her to be successful.
And that’s the hard part is I think that people like this think that everybody is out to get them. When in fact, we are rooting for them. We were all rooting for you. If you know that reference, please leave it down below. We were rooting for her and she is not able to do it. And it’s not because she can’t physically clean. She can. It’s everything else. And then when we come to her, instead of hearing what is being said, it is just excuse after excuse. Why this? Why that? What am I supposed to do? So like, I’m not allowed to talk to people at work, but like, just like all combative and just like clearly like just cannot do this. This isn’t going to work. It’s not working.
And so it’s just such a stark contrast to kind of the same scenario of getting constructive feedback and how does the person behave with it? And it just showcases like — I don’t, like, I am, you heard me just go on and on for 15 minutes about cleaner A, right? And that I like my impression of them because they take that accountability.
Trust Is a Line of Credit
I also want to touch on a point here. And this is hopefully going to help you guys on making decisions like this of like, somebody has got to go. They’re not the right fit for the team. Cleaner A has been with me for years and has shown up consistently for years. All right.
My therapist talks about this concept of like trust being like a credit card and a line of credit, right? And that as time goes on, that line of credit increases. And of course we want to just take people at face value when we first meet them. And it’s like, it’s zero, it’s neutral. There’s nothing banked, but there’s also nothing negative because I don’t know you, right? Your actions start to increase that line of credit or decrease it, right?
And when you have worked with me for years, if you have known me for years and that consistent behavior has showcased itself, then the line of credit extends, right? Because all of a sudden I can be a lot more forgiving when you have shown me multiple years of good work. Again, it doesn’t mean that we don’t have to fix this, right? But you see how I am reacting to A and it’s not to be not like, not strict with our standards. It’s nothing like that. We still need to get things up to snuff, right? But I trust you. I trust that you can do this because you’ve shown me year after year, day in and day out. And you’ve shown me with your actions and that’s what we need to look at.
It’s just like dating guys. We just need to look at the actions, not what they say, right? Not what they say, but how do they take things in? How do they react when you give them negative feedback? How do they react in a situation that’s not ideal? Because everybody, except cleaner two apparently, can be happy and hunky dory in an easy scenario, right? But how do we handle stress? How do we handle negative feedback? That really showcases the kind of character that somebody has, right? And their ability to handle things. And that’s another aspect of having staff is like, can they handle shit, right?
And so cleaner B, they have no line of credit. They work for me for two months, right? That’s barely any time to get that line of credit going. However, I have other staff members who have worked with me for a month to two months who have a much bigger line of credit because they are consistent every single day. I know what to expect from them. I know how they’re going to act because they’re showing me every single day that consistency. They’re taking accountability. They’re not overreacting. They’re not getting hostile, all of these things, to facts. If I give you a fact that is pertinent to your job and you being able to succeed at my company and you react volatilely and you start trying to blame others, I’m just, I’m done. Like I’m over, I’m fucking over it.
The Right People Already Have It
And so that’s what I want you guys to take away from this is like the right people, they have it already and then you discover them and they come into your business. And of course, you have to treat everybody right. You have to be a great staff, you got to be a great employer. You got to be a great leader, right? You need to respect them.
But when I think about how many people get treated poorly in companies and yet they’re still loyal, they still show up because it’s about them. It’s not about the employer. And it takes like forever to get them out of a shitty situation because that’s just not in their nature to quit. It’s not in their nature to give up and it’s not in their nature to blame others, even if they’re aware the situation is less than ideal.
So what is in this person’s nature? And a lot of times, we can ask all sorts of questions in the interviews, we can look for red flags, but until you get them in the field, until you give them negative feedback, you don’t know how somebody is going to react because we can all say all of these wonderful things to sell us because that’s what an interview is, right? We’re trying to sell ourselves to them, they’re trying to sell themselves to us. And so until you get them in the real scenarios, a lot of times, it’s not going to reveal itself until then.
And so the point of this conversation I’m having with you guys, this one sided conversation, is I really, really want you to pay attention to action. I want you to think about your staff members and look at them in the terms of accountability, in the terms of have they earned that line of credit, of trust, of benefit of the doubt that you are giving them, right? And this is very tough with new staff members sometimes because it’s like, are they going through a hard time temporarily, and they’re just new, so I don’t know them at their baseline, right? That makes it very hard to discern.
But if months go on and there’s always something going on, spoiler alert, it’s their life, it is them, that is the chaos, okay? And I’m not saying that they don’t have shit-tastic luck, they don’t have shit-tastic things that are happening to them, that are causing stuff, however, that doesn’t change the fact that maybe they’re not reliable, that it’s not the right fit, right? Like this is not a good fit, maybe go down in availability, maybe go to part time, like there are solutions that you can come to, right?
But when I look at like my other staff members who have been with me, they have that line of credit, that line of trust, right? And then they go through a hard time and stuff starts to go the direction that cleaner A, that has happened, well, I know that it’s not just them all the time, right? Because they have shown me, I can trust that they are able to do this, they are just going through a tough time right now. Again, we have to provide the service for the client, the client’s needs need to be at the forefront, but this is a person in front of me that I know, I like, I trust, I know they’re capable of it and that’s why I’m holding them to that high standard, because that’s the standard, right? But I know that they can achieve it.
Look at Nature, Not Excuses
And so I really want you to look at your team in that manner of like, what is in their nature? Does it go against their nature to not take accountability, to blame other people, right? And of course, doesn’t mean sometimes we can have bad reactions to negative feedback, but you don’t lash out, you don’t take it out on somebody else, you don’t take it out on the client, especially. It’s like, if the proof is there, photos, videos, evidence, whatever, or if it’s a client that never complains, right?
That was another thing with cleaner two is they started like saying that they don’t even want to go to these accounts. And the second account, like, they’re like, I don’t want to go there either. And we’re like, why? And it’s like, well, I feel like I’m getting the same kind of attitude from them as I’m getting from this other account. And Crystal said in no uncertain terms, we have never had an issue with this client and we’ve worked with them for years and years. So what is the common denominator here?
And Crystal was so blunt with her. So I was surprised that the woman didn’t quit, honestly, because she can’t take accountability. So it’s not gonna be long-lived. She’s not gonna watch this. But I would say all of this to her face, honestly. I’m saying it publicly. So I’m saying it with my chest. I feel this way as if any of my other staff members — I know some of my staff members watch this, but that’s why they’re great is because they take accountability, they take feedback. It doesn’t mean be a pushover, but we don’t do that. You know what I mean?
So if you’re like an abusive employer, don’t listen to what I say because you’re gonna take advantage of good people, but abusive employers aren’t watching Filthy Rich Cleaners. Are they? They’re off being jerks, okay? Nobody watching this is a jerk, I just know it. Okay, ’cause you guys are amazing and you wanna have great company cultures and treat people with respect.
Hold Yourself Accountable Too
So all of that to be said, please look at your staff members through this lens, look at your team through this lens and look at yourself through this lens because it’s very easy to try to hold other people accountable and you’re not holding yourself accountable to things. You’re not saying, I’m sorry when you mess up, you’re not changing your behavior, you’re blaming everything else, right?
And sometimes there’s legitimate things to blame, but at the end of the day, it’s our company and we chose to open a business. Things aren’t going to be fair guys. Lot of things aren’t fair. Tough Stephanie right now, okay? We just have to deal with it. There’s some things that have happened that I’m like, God, that’s not fair, why is this happening? And it doesn’t mean I’m gonna roll over and be a pushover, but sometimes it’s just shrug, deal with it, right? Just like last week’s episode. Last week’s episode was about paying for shit that you did not break, right? That sucks. That sucks for somebody else to break something and you have to pay for it. But that’s business and that’s owning a cleaning business and that’s what we sign up for.
So leadership is absolutely one of the hardest parts of this, having a team is one of the hardest parts of this company. And I say that because I have not handled it correctly in so many instances. I’ve reacted poorly to things, absolutely. And I can see that, I can address it and I can react differently in the future and more like a boss, more like a leader ’cause that’s the goal here.
Wrapping Up
So all of that to be said, I would love to hear your guys’ thoughts below. If you liked this episode, please let me know. I would love to hear it. Of course, any questions you have for future episodes, don’t be afraid to leave them in the comments below. We read all of our comments.
Additionally, if you are not subscribed to the ZenMaid newsletter, you don’t have to be a ZenMaid customer to be subscribed and you can actually respond to those newsletters that go out every single week and ask questions. If you have a question on that topic of the newsletter or anything for me, we do compile those questions for future episodes. So please don’t be a stranger there. And the ZenMaid newsletter, it’s chock full of great practical advice and tips exclusively for cleaning business owners like yourself.
If you’re not a member of the Mastermind on Facebook, ZenMaid Mastermind, again, you don’t have to be a ZenMaid customer to be there. You can be a cleaning business owner looking for advice, looking to have community. It’s a great place over there. We are at, I think, 10,000 members and I would love to see you over there as well. I try to pop in when I can and share, comment, any feedback, questions, that type of thing. I love to help in there too.
See what else, what else? And if you would like to be considered to be a guest on the podcast, there is a link in the description below. We would love to see you apply so that we can consider you because some of my favorite conversations lately have been with brand new owners. It’s been so refreshing and exciting to talk to them. I love talking to new owners. I find it so exciting because it’s like, I can’t wait to see you in a couple of years. Like we’re gonna have to do another episode.
So be bold, right? Practice your public speaking. It’s a great skill to have. The podcast has helped me in so many ways and I would love to have a conversation with you so we can all learn and grow together. I hope you’re having a wonderful day. I am so grateful for every single one of you tuning in and I’ll see you on the next episode of Filthy Rich Cleaners. Bye guys.
