Your best supervisor gets promoted and struggles
Great at running sites, never trained to manage managers. Without a structure behind them, nobody gets the support they need.
(02) The method · Design · Weeks 5 to 8
Design the company you actually want to run. On purpose.
The systems that worked at 20 employees break at 50. We design the structure, workflows, scorecards, and training paths your company needs to grow without breaking, and we build them with your team in the room.
Why “figure it out as you go” stops working
Quality depends on who shows up
One crew follows the checklist. Another skips high dusting until the client complains. Without one standard, you’re always firefighting.
Everything lives in one person’s head
If your operations manager left tomorrow, could someone step in? When the knowledge isn’t written down, the whole company carries that risk.
What we do
Five systems we design
- 01
Future state workflows
We redesign how work moves, so it happens the same way every time.
- 02
Structure and decision rights
An org chart built for your size and service mix, with clear lanes and clear decisions.
- 03
Scorecards
Three to five numbers per department, reviewed every week, so problems surface before they reach you.
- 04
Training and onboarding paths
Every new hire learns the same standard, by role and by building type.
- 05
Succession and scale
We plan what breaks first as you grow, and who steps up when it does.
What you walk away with
Six things you keep, in your brand.
Org chart
Built for your size today and for the size you want to reach.
Decision rights matrix
Who approves overtime, discounts, supply orders, and escalations.
Departmental scorecards
Three to five KPIs each, tracked weekly in green, yellow, and red.
Future state workflows
Process maps with the owner, the handoff, and the measure for every step.
SOP priority list
The procedures to write first, ranked by what they fix.
Meeting rhythm
Daily huddle, weekly accountability meeting, and monthly business review, with agendas.
Is this you?
You’re ready for Design if
- You plan to grow past your current headcount this year
- Every operational decision still runs through you
- Quality varies from crew to crew
- Nobody can say who owns which number
- New hires learn whatever the person next to them knows
- You want to reduce how much the company depends on you
- You’re preparing for a sale, an investor, or a handoff
Questions
Straight answers.
How long does Design take?
About 4 weeks, right after Assess. It includes working sessions with your managers, process mapping, and the first weekly accountability meeting.
What if we can’t do it all at once?
You don’t have to. The plan is phased. Most clients start with quick wins and build toward the bigger changes.
How is this different from hiring an operations manager?
An operations manager runs inside your current system. We design the system itself, so the managers you have, or the one you hire next, can actually succeed.
Can you design for our building types?
Yes. Office, medical, schools, industrial, or a mix. Workflows and training follow the facilities you clean, using ISSA and CIMS practices where they fit.
What happens after the design?
Execute. We build it with your team and coach your managers until it runs without you.