Do You Wish Your Employees Would Just DO THEIR JOB?
Do you feel like the worst part of your business is managing employees?
Do you feel like you are the only one who cares about your company?
Do you find yourself blaming "those damn millennials"?
If you are not happy with your current culture, I urge you to join me for an intense 10-week journey to turning around your employee culture beginning August 29th.
Create a culture of "give and take". A culture that's a win for you and the management team, but also a culture where the field staff win, too! Reduce the turnover, get rid of the toxicity, and attract the right people.
Get your culture back on track, so that you can learn to love your business again.
Culture Turnaround: 10 Weeks to a Team That Gives a Sh*T!
Ready to build a team that ACTUALLY CARES?
Join this 10 week workshop and change your culture from a micromanaging, nagging, stressful culture to a self-motivated, independent culture. Get the freedom and peace of mind you deserve and develop the staff who want grow with you.
What you are probably missing are EMPLOYEE SYSTEMS. You and your employees need systems in order to know what is expected, know what is not allowed, and how to excel in the company.
In this recruiting climate, and average culture just won't cut it anymore. Let me teach you how to build a great one. A culture that not only makes you happy, but also attracts and retains your best employees.
Welcome to the 10-Week Culture Turnaround!
In just 10 weeks, I’ll help you build a business where your employees practically manage themselves. No more hovering. No more stress. No more frustration.
This Course Is For You If…
*You’re tired of entitled, unreliable, or underperforming employees.
*You feel like you have to micromanage everything to keep your business running.
*You want a workplace where accountability, consistency, and transparency are automatic.
What You’ll Walk Away With
A self-managing team: Responsibility shifts from you to your employees.
Clear expectations & systems: Everyone knows what to do and why it matters.
Less stress, more freedom: Your business runs smoothly whether you’re there or not.
A culture that sticks: Transparency and accountability become second nature.
The Result?
Employees step up without being told.
Decisions are made for you.
You finally feel in control, stress-free, and free to enjoy your life.
Less stress. More control. More freedom.
Stop being held hostage by your business. Build a culture that works—with or without you.
Feel the control. Own the peace. Run your business.
I want that for YOU.
What Does It Cost?
There are 2 options: One payment or Spread it out into 4 Payments.
What Does It Cost?
There are 2 options: One payment or Spread it out into 6 Payments.
Upfront
$997 (Save $350 thru 9/30)*
ONCE
Includes Culture Turnaround Course Workbook (Must Register by 9/30/25)
10 Weeks of Live Group Calls with Actionable Content
10 Week Homework Journal
Over 30 Documents
Dedicated 'Pop-Up' Facebook Group
Free One Month Trial of Quality Driven Software
Go from identifying the issues to fine tuning your culture with celebrations in just 10 weeks.
Installments
$297/mo*
4x MONTHLY PAYMENTS
Includes Culture Turnaround Course Workbook (Must Register by 9/30/25)
10 Weeks of Content
10 Weeks of Live Group Calls
10 Week Homework Journal
Over 30 Documents
Homework Assignments
Dedicated 'Pop-Up' Facebook Group
Free One Month Trial of Quality Driven Software
Go from identifying the issues to fine tuning your culture with celebrations in just 10 weeks.
*Refund Policy: There are NO refunds. If you do the work, there's no way you will not make at least one change that gives you your a return on your investment.
Course Outline: Transform Your Workplace in 10 Weeks
Weekly Live Classes Start on Tuesday, October 7th at 1PM Central (and, yes, they are recorded)
Week 1 - Identify YOUR Issues
Identify the repeating employee problems that keeps you up at night. Learn strategies to enforce policies effectively, even when you are short staffed. And, you will learn how to lead with flexibility while maintaining control.
INCLUDED DOCUMENTS: An example of a flexible, but effective policy twist called the "Earn the Cushion" program. This program helps you keep your best employees, while allowing some flexibility. Flexibility according to a formula, not favoritism.
Week 2 - Identify THEIR Issues
Match your needs with the employees needs.
I'm going to challenge you to survey your employees (I provide the survey) and let them tell you what needs improving. They're thinking it, so you might as well know what you need to fix.
This will lay the groundwork for creating a Pay for Performance system.
INCLUDED DOCUMENTS: The "Bad Manager" Questionnaire and a "Perks and Incentives" Worksheet
Week 3 - Training
Do you have the right people? Common characteristics needed.
What are your training issues? How can you prevent the issues in the first place?
If competency "post graduation" seems like a crapshoot, then this session is for you!
When your trainees "graduate", do they know what to do? We will cover the 6 Universal Training Principles to build insanely competent employees.
INCLUDED DOCUMENTS: An example "pass/fail" training competency list.
Week 4 - Quality Management
There's a strategy to controlling quality. And, it's really pretty simple. First it starts with being proactive, not reactive.
Even if you have a quality/field manager, that person cannot be everywhere at once. Your field manager should absolutely have a laser focused reason behind which jobs they choose for site inspections.
Not to mention that your staff should be able to function independently. It's demoralizing for your staff to have a babysitter.
I'll teach you the strategy to watch for the warning signs, and proactively act when you see any signs of trouble.
INCLUDED DOCUMENTS: A prioritized "Quality Watch List"
Week 5 - Performance Evals
How often, what purpose will it serve?
Raises, or no raises?
We will cover the basic categories to evaluate and how to objectively score.
Performance Evals based on merit, not annual tenure.
Performance Evals are the chance to have a scheduled formal one on one with each employee. However, nothing said in the eval should be a surprise if you are giving timely feedback.
INCLUDED DOCUMENTS: Sample Performance Evaluations
Week 6 - Pay for Performance - Field Staff
Year-round programs linked to pay or benefits. Short term contests to improve current employee issues, and random programs for unexpected recognition. You'll get examples of all types of programs and all types of rewards.
Many management teams have difficulty holding their people accountable and terminating when needed. If that's you, these P4P programs will help you shine a spotlight on the behavior you want, and ultimately get you less of the behavior you don't want.
INCLUDED DOCUMENTS: A contest Trello board with all sorts of P4P ideas.
Week 7 - Pay for Performance - Management Staff
It's all about accountability, right? Many times the actual disconnect happens when the employee doesn't know what is expected of them.
INCLUDED DOCUMENTS: Management Bonus Tracker Spreadsheets
Week 8 - Transparency
You must build transparency in the disciplinary process and in your bonus or incentive process. Transparency is really just defining what is expected in each role, and providing a way for each employee to track whether they are meeting those expectations.
Most importantly, providing transparency in your culture promotes a culture of trust. Trust is at the core of any healthy culture.
Transparency will be the key to your employees driving their own performance.
INCLUDED DOCUMENTS: Canva Templates to create transparency posters.
Week 9 - Celebrations
Celebrations is not just about parties and awards. This session is how you, as a leader, can build your staff's self esteem. We will discuss how vital management's role is in impacting your employees' lives.
INCLUDED DOCUMENTS: A list of celebration ideas.
Week 10 - Career Ladder
The best employees want/need room for growth. Having a career ladder with several job roles with increasing pay and benefits is a necessary strategy to retain your staff.
INCLUDED DOCUMENTS: Example career ladders for service techs
This class is limited to 30 companies!
(Multiple people from the SAME company can attend at no additional cost)
If you are serious about changing your company culture in 2023, I urge you to make the commitment and get signed up now!
Get everything set in 2023 to kick off your best, most stress-free year in 2024.
What our clients are saying
Upfront
$997
ONCE
Includes LevelUP Course Notebook
10 Weeks of Content
10 Weeks of Live Group Calls
10 Week Homework Journal
Over 30 Documents
Homework Assignments
Dedicated 'Pop-Up' Facebook Group
Go from identifying the issues to fine tuning your culture with celebrations in just 10 weeks.
Installments
$297/mo
4x MONTHLY PAYMENTS
Includes LevelUP Course Notebook
10 Weeks of Content
10 Weeks of Live Group Calls
10 Week Homework Journal
Over 30 Documents
Homework Assignments
Dedicated 'Pop-Up' Facebook Group
Go from identifying the issues to fine tuning your culture with celebrations in just 10 weeks.
Hi, I'm Martha
I opened a service business back in 2007 and I thought I’d be a pro at leading employees. Boy was I wrong. My business was a mess. We had horrible quality, the employees were ultimately in charge, and I hated my work life.
All it took was a “bully” employee who pushed me to the limits. That employee was a God-send because she made me see that I was the source of everything going wrong in my company.
From that point forward, I totally reversed my toxic culture into a positive culture built on quality, accountability, and respect. These days, even though we have many more staff members, the management staff spends very little time on employee issues. In fact, I rarely go to the office, work on the business about 3 hours a week, and just see my employees for the “fun events”…all the while we maintain a 98% client satisfaction rate and a 100% employee satisfaction rate.
Pay for Performance, metrics and accountability became so much a part of my company culture that it lead to me co-founding Quality Driven Software, qualitydrivensoftware.com, so I could have the data and reports at my fingertips. However, any of the principles that are mentioned can be implemented without Quality Driven Software.
Copyright © Martha Woodward
