If I had to sum up the biggest reason for problems with employees in one single word it would be: a-failure-to-communicate. Which isn't actually one word but is a catch phrase from that great movie from 1967, Cool Hand Luke

And in my opinion, any excuse for mentioning the great movie, Cool Hand Luke starring Paul Newman and based on a screen play by Elmore Leonard is a good excuse.

Mainly we fail to communicate about subjects we find unpleasant to discuss in the first place. But discussing these issues, I call them the "the unmentionables" with your employees clearly and early on can prevent all sorts of problems for you down the road.....

Things you don't want to talk about 

1. We will have to let you go if you take anything that doesn't belong to you. This includes both our client's property and anything belonging to our company. And we will bring the police into the matter.
2. We promise our customers reliable service. This means we need people who will consistently show up, on time, and ready to work.
3. Don't take your cell phone to work with you. No exceptions.

These are the most common unmentionables we need to deal with. I strongly urge you to cover these rules twice with your employees. Do it the first time when you interview them. The second time, go over these issues, along with any other formal work rules on their first day on the job.

Cleaning businesses are plagued by high turn over rates. So it may seem odd that I suggest you discuss these types of topics before you hire people. However, experience has shown that people who have a realistic understanding of their job requirements before they start work are more likely to stay with you after they hired.

Cell phones are not a necessity or a constitutional right despite what anyone under the age of twenty five might imagine. You can simply disallow them on the job. Again, if you do this, make sure people know about your policy before you hire them. Cell phone withdrawl is an ugly thing to see.

And, if you do disallow them for employees but you or your team leaders carry cell phones then make absolutely sure these phones are used only for work related calls. AND make sure your employees know that these cell phones are only for business related calls so that they won't feel you have a double standard

The need for employees who can show up for work reliably can be stated as a simple fact. People who can't guarantee this, will often times let you know this isn't possible for them.

Depending on their circumstances you may be able to accommodate them. For instance, if they have to pick up their kids at school at 3:30, you can let them leave work at 3:00 each day. In cases where they can't put in a full day and you can't work something out people generally understand and you will be able to part company on a friendly basis.

And while you do need to make sure people understand you have a zero tolerance policy for theft you can tell them this in a way that doesn't insult them.

It's been a while since I had to make the speech but my version of it started out something like this: Whenever something goes missing at a home or business we clean the first thing anybody says is: "I bet the cleaner(s) took it." This is a problem for both of us.... You can fill in rest yourself.

Speaking of zero tolerance, employees with drug or alcohol abuse problems are not as big an issue as it once was but this should also be tackled clearly and without apology early on in the hiring cycle.