Laundromat Employee headaches - turn employees into owners instead!

FREE EMPLOYEES - and it's legal in 50 states!



In my discussions with Laundromat owners nationwide I have noticed a trend when it comes to employees. One of two things is happening, they either hire attendants to mind their stores, or work them themselves. True, there is a third option (the unattended store) but I won’t even discuss that as viable - because not having someone to clean the store and greet customers is a Laundromat death knell.

            Actually, there is a better way, MY WAY. I will share it with you in a minute, but first let’s examine the first two commonly followed methods.

            Hiring someone as an attendant finds you constantly churning through dozens of malcontents who will simply do as little as possible for a weekly paycheck. This route pigeon holes you as a full time HR specialist as well as a middle manager. I saw this system employed in my very first Laundromat as the previous owner paid “kids” to sit and watch television all day. He took it a step further by paying them cash “under the table” thus exposing him to countless illegalities. No thanks.

Click and see how this security guard made his dream happen!

            Door number two would have YOU working the store. Sorry, but by attending your own store you are creating a job for yourself, and J.O.B. stands for “Just Over Broke” - you are affectively spending all of your efforts for job security that comes with no security. I cannot say enough about the dangers of running your own store as a manager/proprietor. I can tell you this, when I scout a potential takeover and find that the “owner” is working at the location I know that I have a huge leg up. I know that this individual has no idea how to get the heck out of that store and earn more money while doing it. This is status quo thinking. We must think outside the box in order to not just scrape by every month, but to become an entrepreneurial success story. Your time in this industry must be spent constantly looking for additional Laundromats to add to your empire, negotiating new leases, increasing your net worth, not waiting on customers one at a time.

            The system that I use is both simple and brilliant, and when it works it works so well that it one of the top secrets to my success! 

              Pay your attendants NOTHING. Allow them to completely earn profits from the Drop off portion of the Laundromat. Make them a contract employee. The Laundromat owners who run their “fluff and fold” service for profit, never see any return on the investment. Trust me - I know from asking hundreds of owners one question, “Is your drop off service profitable?” The answer categorically is NO. The lucky ones tell me that it breaks even. They pay two or three shifts in some cases to run the store, open and close on time, sweep and mop, and trust them to be honest when it comes to CASH paying customers. Add FICA, year end Tax forms, the time you will spend managing, hiring and firing and you have quite a JOB for yourself.

            I spend 45 minutes in my stores twice a week. I do so by empowering the right people and making them partners, not employees. Rather than hoping to break even with my drop off service I simply give that business away. I hand the profits over to smart, hard working people who will never need to be watched like a hawk because they have an ownership mentality. They are proud when the store is clean. They are happy when the customers are smiling. I am beaming because my time is my own.

            Your store will be set up as a fully attended store. You provide all of the overhead that the contract employee(s) need to be successful, office space, telephone, voicemail, internet, even advertising. (For instance you will print out 1000 flyers at your expense, but make them 50/50 regarding the coin laundry’s amenities, and the Drop off service. – and the attendants will distribute them throughout the community.)

            Finding the right partners is easier than you may think, and guess what - you can feel free to pick and choose who you think is perfect for the position. You aren’t hiring a short order cook, and therefore aren’t restricted by local labor laws. I am not telling you to discriminate, but honestly an 18 year old just entering the work force will not have the mind set to do him (or you) any good in this position. A “Cragslist” ad is the perfect formula for successful recruiting, just be specific, and up front about the time commitment versus the future rewards. Semi-retired folks will beat a path to your door.

            I go into detail regarding the monumental success of this program in my DVD/Streaming Course – so order it already!

This Georgia couple achieved the success they needed (they have 3 store NOW).