Mike AndesFounder, Augusta Lawn Care and Homeworks · Founder of Homeworks and Augusta Lawn Care

We DO NOT Want Employees to Work For Us for 3+ Years... Here is Why!

15 Aug 2020 · 0 min

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This YouTube interview excerpt (Mike Andes, Aug 15, 2020) covers Augusta’s approach to employee progression: during hiring they tell candidates the company does not expect employees to stay more than three years, encouraging advancement into management, franchise ownership, or roles elsewhere using skills learned (marketing, business, management, numbers, leadership). The stated intent is to improve employees’ careers and create a culture of trust, which in turn increases commitment.

All right.
What systems do you have in place to help employees to continually progress? I can see how P4P would play a large role, especially in the beginning years. But with your higher up guys, what do you do? How do things like pay raises, promotions, benefits, your free franchise setup, or other ideas fit into the equation?
We tell them at when we interview them, we tell them that we don't want them to work there for more than three years. In other words, we want them to progress either into a management role, owning their own franchise or going to another company and doing something really cool from the stuff that they've learned at our place of business. So they've learned about marketing, they learned about business, they learned about management, numbers, leadership, and they go do something cool. Regardless of whether it's at Augusta or not. That expectation, from the beginning, they realize that, hey, like, these people are out to improve my life, my career, and they're not all about just trying to use me for my labor and make money on me, which traditionally leads to a better culture and more commitment from the employees.