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12 Essential Tools that You Need for Your Landscaping Business



12 Essential Tools that You Need for Your Landscaping Business

Most people are aware of what it takes to start up a business, including the amount of money it takes to get a business started. This is no different for a landscaping business, and with landscaping, there’s a lot of tools, materials, and equipment that you’re going to need to buy for your business. Here’s a look at 12 of the most needed tools by landscape designers and architects.

1: Blowers

More specifically, leaf blowers, are used to collect leaves into one spot. You can use a rake to rake leaves into one spot, but it’s much more efficient to use a leaf blower for larger areas. Leaf blowers can be electric or gas-powered, but gas-powered leaf blowers are much more powerful than electric ones.

2: Buckets and Lawn Bags

Buckets and lawn bags are some of the simplest, inexpensive, yet most important pieces of equipment that landscapers need to have. Still, you’ll want to invest in heavy-duty plastic buckets and bags to ensure that they last a long time.

3: Edgers

A lawn edger uses a sharp blade to cut a trench between certain areas, such as between the grass and hedges. Edgers are also sharp enough to cut through thick roots and patches of grass.

4: Equipment Trailer

Most small landscaping businesses can get by without having an equipment trailer to haul their equipment to and from a project site— as long as their vehicle is large enough to carry their equipment. Even small lawn mowers and skid steers can fit in the bed of a truck, but an equipment trailer may make it easier to transport your equipment, especially if you offer tree services.

5: Hand Tools

Of course you’re going to need your basic hand tools, such as your pruning shears, your rakes, and your shovels. Even though these are simple tools, you’ll still want to invest in good-quality hand tools— preferably those with wooden handles.

6: Lawn Mower

A lawn mower is the most important piece of equipment you’ll buy for your landscaping business, so make sure that you invest in a good one. It’s also the most expensive piece of equipment you’ll buy, with a push mower costing up to $6,000 and a riding mower costing up to $16,000. Whenever buying mower go for an electric mower and make sure lawn mower battery is quite updated.

7: Safety Equipment

Although safety equipment isn’t necessarily considered “tools” it’s still important to have when working with the types of tools and equipment that landscapers use. Examples of safety equipment you’ll need includes:

  • Ear and eye protection
  • gloves
  • Long-sleeved shirts
  • Steel-toed boots

8: Skid Steer

A skid steer is a small piece of construction equipment that can also be used by landscapers because of its versatility. They’re mainly used for digging, but because they have a lot of attachment options, they can also be used for clearing snow, digging, excavating, and trenching— plus landscapers can use them for raking.

9: Sprayers

Sprayers allow for precise application of fertilizer, herbicides, and insecticides. This can also be attached to your skid steer to spray larger pieces of land. There’s also the option for a hand-held or tow-behind sprayer for smaller pieces of land.

10: Spreaders

Spreaders are tools that can attach to a lawn tractor or a skid steer to help spread fertilizer. Keep in mind that the health of your clients’ lawns is just as important as its appearance, so you’ll need tools that will help you ensure their lawns are healthy.

11: Trimmers

Hedge trimmers will help you shape hedges quickly and efficiently, especially if you use a gas-powered or electric hedge trimmer. Even though electric or gas-powered hedge trimmers allow you to trim hedges quickly, you’ll still be holding them for long periods of time, so make sure to invest in ones that are comfortable to hold.

You’ll also need a string trimmer to reach places your lawn mower can’t. String trimmers, or weed whackers, will give any lawn you work on a more finished look.

12: Vehicles

Finally, you’re going to need a vehicle to transport all of your equipment to and from each project site. Ideally, you’ll need one or two flatbed trucks with a trailer attachment to carry your tools, materials, and of course, your equipment trailer.

The bottom line is that while this is a huge startup cost, it’s important to realize that this is also an investment in your business. The more quality tools and equipment you have, the better job you’ll do and the more clients you’ll gain because of your work.

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Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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