North American Sweeper - March 2024

INSIDE

CREATING A SAFETY CULTURE IN YOUR STREET SWEEPING BUSINESS p.16

THE COMPETITIVE EMPLOYER MARKET AND YOUR SWEEPING BUSINESS p. 20

FEATURES

8 KLC Turf Pro & Tree Service, Springfield IL

16

20 The Competitive Employer Market and Your Sweeping Business

30 Index of Advertisers/Classifieds

CEO & PUBLISHER

Gideon W. Smith

SENIOR EDITOR

Katherine Nolan

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KLC TURF PRO & TREE SERVICE

SPRINGFIELD, IL

Rising from the lush farmland blanketing the countryside of southern central Illinois is the fresh All-American city of Springfield. Its pristine midwestern environment could not be more welcoming and healthy-looking. One very busy team of professionals is fully immersed daily in maintaining this hometown in that condi tion for its residents.

The KLC Turf Pro & Tree Service home base is located in Sherman, IL, about 18 minutes north of downtown Springfield.

The KLC team specializes in keeping the grounds and pavement throughout Springfield in clean and tidy living condition. This thriving Springfield family business provides a one-stop shop for commercial and residential property owners for landscape care, pavement sweeping, snow removal, and many other external maintenance needs.

The Kent family started the KLC company in 2001. Pam Kent looks back at her company’s 23 years of service to Springfield. In 2010, we bought Green Sweep and changed the name. Ozzie Kent, her son and KLC Operations Manager, together tell the story of their family business, its culture, growth over the years, long-term plans, and more.

WHAT SETS KLC APART IN THE SPRINGFIELD MARKET?

Pam sets the scene. There’s not a huge market for pavement sweeping here. There are only a few of us that do it. That makes it nice. There’s a lot more competition in the tree and landscape services. Our quality sets us apart.

Ozzie further explained the benefits of being a small business in terms of competitive advantages. What sets us apart is that we’re able to operate as a small business. That allows us to keep our prices low and our quality high. We treat each property as our own, keeping our high standards.

We are a family-owned business. My dad is a veteran of the Navy. After his military service he was in the business side of the beverage

What sets us apart is that we’re able to operate as a small business. T hat allows us to keep our prices low and our quality high. We treat each property as our own, keeping our high standards,

industry for over 15 years before co-founding KLC. He’s now a Stationary Engineer for the State of Illinois. My mom studied business at SIU. I’m in the IANG as an aerospace propulsion tech. I joined the business and became an arborist.

KLC SWEEPING SERVICE AND EQUIPMENT RELIABILITY

I think we currently have eight full-time employees in winter and increase seasonally in March and April by putting on at least 5 to 10 more people. We bring on several college students in summer apprenticeships, with some going on into landscape architecture. They tend to be good on mowers and have a keen eye for our landscape designs. They may handle a variety of tasks, including mowing and possibly sweeping help.

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We run two full-time vehicles 7 days per week. That allows us to run a pickup truck with a vacuum attachment and run a pull-behind sweeper with a broom at night.

We’ve always used Masco equipment for pavement sweeping. It’s the right fit for our purposes and it works great. There’s never any trouble with it. It makes a big contribution to the operation of our company that goes unnoticed and unseen.

People love to show up in their parking lots and find that they are clean and that their trash cans are empty. The majority of the properties we service use our pottering help. Those include several highprofile commercial businesses.

We’ve always used Masco equipment for pavement sweeping. It’s the right fit for our purposes and it works great. There’s never any trouble with it.

KLC EXTERIOR PROPERTY MAINTENANCE SERVICE MODEL

Along with parking lot sweeping, we empty trash cans, daily or as needed. We take pictures of conditions at the locations we service, whether we work for the business as a mowing or sweeping

company. If someone has dumped a couch or something, or a tree falls, they have us there with eyes on the situation. Our reporting helps them to take prompt action to keep their properties safe, clean, and organized.

When asked if the employees receive incentives to identify problems on properties, such as messy conditions, dumping, etc., that require KLC service to correct.

some way, whether with time off, raises at upcoming reviews, or other incentives.

KLC COMPANY CULTURE

...the KLC employees have bought into the family culture of the company.

Our employees know that if they bring in extra business, they will be rewarded in

The Kents emphasize the family culture they have built at their business. The small company has served as a strong force for community betterment in its own right. The KLC owners look to provide jobs and essential services to the Springfield community.

Per Ozzie, the KLC employees have bought into the family culture of the company. So, as he has observed, they’re likely to maintain continued on page 12

the properties they serve to the highest possible quality standard they can.

The team takes pride in how their work is done. Pam and Ozzie emphasize that they and their talented team treat their customers’ properties like their own. That means they’re bringing their family culture of delivering quality and professionalism to every job they do.

FORMER GROWTH AND FUTURE GOALS FOR KLC

Ozzie reflects on the past and future of KLC. We serve the greater Springfield, IL area, which has a total population of about 475,000 people in the metro area. Beyond Springfield, it’s all open countryside. We provide a total outdoor service management company.

Anything a client needs, we want to do for

Anything

a

client needs, we want to do for them.

We have the flexibility to say “yes” to everything. This is what we live and breathe; this is our life.

them. We have the flexibility to say “yes” to everything. This is what we live and breathe; this is our life. That approach has grown our business through the years to the strong position in our market that we have today.

Mom and dad are nearing retirement in the next

5 to 10 years. Hopefully, there is a take-over path for myself. I do see expansion and maybe newer and perhaps bigger trucks and more work. We have growth goals for the trees and grass side of the business and for the sweeping side. The plan is for both increased sweeping by night and tree and service by day.

MARKETING AND SALES METHODS AT KLC

When asked how the KLC leadership team has gone about creating a unique identity or image for the company, Ozzie credits formal advertising through Google and powerful word of mouth.  Typically, we’ll run paid ads on a social Google platform, but word of mouth has been great for us. We have not done a large amount of advertising. When ready to expand, we’ll use the ads more.

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that loyalty is the key to their business success. They agree and together assert that in hiring people it’s essential to succeed in getting good workers. Ozzie emphasizes that if you can find loyal employees, you can make the most of your opportunities and future planning.

The Kents recommend diversification for greater financial security of a small business. Yes, we love having a diverse portfolio because it helps us to be a 24/7 money-making company. Ozzie explains — you have them to pay the electricity bills and other operating costs. Being a diversified company is easier.

Finally, Ozzie Kent again emphasizes his family’s highest priorities for the business. It’s important to stay financially strong, but quality is what keeps

the customers with you. I want our guys to proudly tell anybody that they were part of this or that job. If you won’t stamp your name on it, it’s not done well enough.

For more information about KLC Turf Pro & Tree Service in Springfield IL, call (217) 299-7727 or visit klcturfpro.com..

CREATING A SAFETY CULTURE

in Your Street Sweeping Business

ASSOCIA TION INSIDER SPOTLIGHT INDEX

When it comes to street sweeping, safety and efficiency are non-negotiables. It’s not just about the aesthetics of sweeping the street; it’s about safeguarding the well-being of those who operate the machinery and the public who use the streets.

It’s surprising how often accidents happen because someone’s not paying enough attention or taking risks. And it’s not just about the person involved — it affects everyone around them, from employers to coworkers. The fallout from these accidents isn’t just financial, but also about how it affects people’s lives. Sure, you’ve got the financial strain, but there’s also the hit to productivity and, most importantly, the human cost.

Striving for zero accidents isn’t just a lofty goal; it’s a necessity. By integrating safety discussions into our daily routines and openly addressing near-misses, we transform each incident into a learning opportunity, fortifying our defenses against mishaps.

Here are some valuable strategies to enhance safety and productivity within your street sweeping business.

EQUIPMENT SAFETY

Operators play a pivotal role in maintaining safety standards. It’s crucial to familiarize yourself with the operator’s manual of the sweeper, adhering to instructions and safety guidelines meticulously. Conduct thorough checks of equipment before operation, promptly addressing any identified issues to prevent accidents.

PRIORITIZE SAFETY EVERY DAY

In the hustle of daily operations, it’s easy to overlook safety measures. However, safety should always remain the foremost concern. Regularly emphasize safety protocols during team meetings, discussing near-miss incidents openly to learn from them and prevent future accidents.

ADHERE TO STANDARD SAFETY PROCEDURES

All operators must adhere strictly to established

Regular maintenance of sweepers is imperative for optimal performance and safety. A well-maintained machine reduces the likelihood of breakdowns during operations and enhances overall efficiency.

safety procedures. Before commencing operations, ensure that each operator is well-versed in these protocols to minimize risks and promote a safe working environment.

MAINTENANCE IS KEY

Regular maintenance of sweepers is imperative for optimal performance and safety. A well-maintained machine reduces the likelihood of breakdowns during operations and enhances overall efficiency. Conducting pre-operation inspections is standard practice and aids in identifying and addressing maintenance needs promptly.

OPTIMAL SPEED MANAGEMENT

Precision in speed management is crucial for effective street sweeping. Operators should be

well-versed in the appropriate speeds for different environments and proficient in navigating obstacles and making safe turns.

WEATHER PREPAREDNESS

Street sweeping operations must be prepared to handle diverse weather conditions. Develop a plan to address challenges posed by inclement weather, ensuring operators are equipped to adapt their approach accordingly to maintain safety and efficiency.

MACHINE FAMILIARITY

Different street sweepers require varying levels of expertise. Provide comprehensive training to operators on the specific machines they’ll be operating. Whether it’s obtaining the necessary licenses or gaining proficiency with the equipment, thorough preparation is key to ensuring safe and efficient operation.

LOAD MANAGEMENT

Operating with a full hopper presents unique challenges compared to an empty one. Operators should understand how weight affects braking distances and be trained in safe dumping procedures to minimize risks associated with handling a loaded hopper.

CLEAR COMMUNICATION AND SUPPORT

Effective communication and proactive measures can help mitigate potential obstacles during operations. Informing residents about street

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...think of safety as the backbone of your street sweeping business. When you build a strong culture of safety, you’re not just protecting your team, equipment, and the community — you’re also setting the stage for optimal efficiency.

sweeping schedules allows them to clear the way for sweepers, enhancing safety and efficiency.

COMPREHENSIVE TRAINING

Investing in thorough training for operators lays the foundation for a safe and efficient sweeping operation. By equipping operators with the necessary knowledge and skills, you not only enhance safety but also contribute to the long-term success of your business.

To wrap it up, think of safety as the backbone of your street sweeping business. When you build a strong culture of safety, you’re not just protecting your team, equipment, and the community — you’re also setting the stage for optimal efficiency.

By prioritizing safety in every aspect of your operations, you’re both safeguarding everyone involved and ensuring that your business runs smoothly and effectively. It’s all about finding that sweet spot where safety and efficiency go hand in hand, creating a win-win situation for everyone.

Interested in learning more? North American Sweeper Magazine offers the most up-to-date insights into the sweeping and paving sectors. Sign up for our free magazine and e-newsletter today!

Sources

https://nasweeper.com/

https://www.elginsweeper.com/about/whats-new/7-waysto-help-your-operators-stay-safe-and-efficient

https://schwarze.com/en/sweeping-safety/

The Competitive Employer Market and Your Sweeping Business

ASSOCIA TION INSIDER

SPOTLIGHT INDEX

As a small business owner, you need to manage everything well, even external obstacles. What you master helps your operations run smoothly and what you struggle with keeps you worrying about staying on pace. Throw in the persistent labor shortage — which, by the way, the experts predict will continue for the “foreseeable future” — and the need to adapt and compensate for it is magnified and more urgent. But how can you adjust sufficiently? Especially in the increasingly competitive employer market where those who’ve discovered solutions faster are outrunning you.

So, you need ways to be more competitive in your labor recruitment and retention to help your company adapt effectively to the new potentially long-term business reality. Let’s look at recruitment in the tough labor market.

24 HOURS – 2400 DAILY RESPONSIBILITIES

Just looking at the list of all the areas of focus for business leaders to tend to in order to reduce attrition is daunting. There’s compensation, marketing, recruiting, hiring, onboarding, training, employee engagement, employee development, performance tracking, culture building, team building, communication, employer branding, workspace improvements, safety, quality, community impact programs, and other retention strategies. Who can sustain the hot pursuit of success in all of these essential personnel management areas and fulfill all the other routine functions involved in operating a profitable business?

HINT: The solution is going to be around the concept of delegating HR responsibilities to a

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highly effective person or outsourcing those to a professional.

INDUSTR Y NEWS

Today, identifying and recruiting people with the ideal skill sets is a serious challenge for virtually all small and mid-sized businesses. And, top talent is rarer than at any time in recent history across the population of active participants in the employment market.

THE SO-CALLED “TALENT GAP”

The harsh reality for small to mid-sized businesses competing against the big players in the industry is that the tight supply of well-skilled candidates is getting tighter. The COVID crisis brought on the talent gap that economics experts had been predicting in the business sector for some years prior to its onset in 2020.

ASSOCIA TION INSIDER

SPOTLIGHT INDEX

Today, identifying and recruiting people with the ideal skill sets is a serious challenge for virtually all small and mid-sized businesses. And, top talent is rarer than at any time in recent history across the population of active participants in the employment

market. At the same time, current employees are increasingly being burned out in their existing jobs, which has generated repetitive turnover for a vast number of businesses.

The US American small business community is being most severely impacted in its most vulnerable competitive area — hiring power compared to larger competitors. For medium-sized businesses, it may be time to bring a professional HR administrator onboard. For smaller but growing operators, enlisting outsourced, a.k.a. managed HR services can often provide a seamless solution. An experienced in-house or external contract service laser-focused on the issue can shrink the talent acquisition problem. You can further utilize select other HR functions on your provider’s menu of services to alleviate other pain points you are experiencing.

EMPLOYER BRANDING BOOSTS RECRUITMENT

Trying to compete against the largest competitors in the nationwide industry who’ve come with plans to dominate your local market can be a discouraging proposition. But, since your options are giving in to defeat or going for the big win in the talent acquisition contest, you may as well prepare and get in there and face down those higher compensation programs with your own kind of continued on page 24

Trying to

with plans to dominate

INDUSTR Y NEWS

desirable employment package. It may seem counterintuitive, but a higher wage is not all that the most talented jobseekers consider in comparing their employment opportunities.

example, instead of marketing your sweeping service’s quality, you may market your quality of work environment, work-lifestyle advantages of working for you, etc.

ASSOCIA TION INSIDER

The best workers also want flexibility, vs. a more rigid corporate structure in which to try to showcase their talents. They also want growth opportunities within the company, and/ or educational options that can help them advance. Top talents further seek employment with a company that shares their values and contributes well to a meaningful community impact. They also want to be a part of an organization that actually cares about the people on their team. And, they want to feel like they belong and are recognized as an important part of the company. These are areas of interest in which small businesses can distinguish their employer brand and draw top talent to their teams.

Good employer branding means identifying what’s best about your business as a workplace and getting the word out in the most persuasive way.

SPOTLIGHT INDEX

Providing a safe workplace, an acceptable pay rate, and basic benefits does not distinguish an employer from others in today’s employment market. To tip the scale in their favor, larger businesses may offer higher pay rates, which you may not be able to do. But, you can offer options that a larger company cannot — like the alternative of not working for a big company. You may offer a more satisfying work environment, the chance to be a part of something the employee can help build. Most big companies cannot provide that. So, these are aspects of working for a smaller company that can bring the most talented people to your business.

HOW DOES EMPLOYER BRANDING WORK?

This type of branding works the same way that marketing a product or service in the consumer market works. But, instead, you’re marketing your company in the labor market. In the same way you market your brand’s most attractive features to prospective customers, you’ll market your most appealing aspects to prospective workers. For

Key advantages you may choose to promote your brand include opportunities for advancement, advanced training programs, recognition and rewards for significant contributions, flexible schedules, an inviting company culture, and many others. Feature your company’s track record in helping people in your organization achieve their short- and long-term goals. These can include a better work/life balance, working in a

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WE CAN CREATE A RENTAL PROGRAM TO ALIGN WITH SWEEPING CONTRACTS YOU HAVE WITH YOUR CUSTOMERS

INDUSTR Y NEWS

Talk about your vision and core values and how those positively affect your employees and the work environment. Add a list of the standard benefits and other great perks you offer. For example, education benefits, career growth, flex scheduling, remote work alternatives, community betterment programs, regular events for employees, etc.

more unique environment, a remote or hybrid work arrangement, etc. Good employer branding means identifying what’s best about your business as a workplace and getting the word out in the most persuasive way.

ASSOCIA TION INSIDER

SPOTLIGHT INDEX

Employer branding has a strong impact on your appeal to the best talent in your market area. It can significantly help your small business recruit. So, it’s essential, not optional. It’s true, your business probably doesn’t have the degree of local name recognition as your bigger competitor(s). However, building a strong employer brand at your current growth level can take you far in your efforts to attract talent. It’s the same strategy the larger companies are using, so it puts you on a much more even playing field with them.

HOW TO IMPLEMENT EFFECTIVE EMPLOYER BRANDING

Many jobseekers may obtain their introduction to and first impression of your business through your job ad. So, begin by designing a clear job description for the open position. But, instead of simply spelling out the essential tasks and requirements of the position, also use the job description to give people an impression of what belonging to your organization is like.  Talk about your vision and core values and how those positively affect your employees and the work environment. Add a list of the standard benefits and other great perks you offer. For example, education benefits, career growth, flex scheduling, remote work alternatives, community betterment programs, regular events for employees, etc.

Maintain your branding promotion whether you’re in a hiring mode or not. For example, participate in local events, and share social posts about your organization.

Talk about your great company culture, training, milestones, nonprofit activities, exciting events, and team achievements and celebrations. Share any news and information that helps prospective employees relate to your company as one that seems like a good choice of places for them to work.

INCREASE YOUR EMPLOYER MARKET COMPETITIVENESS

We’ve talked about how to be effective in the employer market as a small business looking to attract and persuade prospective candidates of what’s special about your employer brand. Of course, after successfully recruiting talented people, you must focus

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continued on page 24

on keeping them onboard and escaping costly perpetual turnover cycles. The solution is to do what you’ve promised in your job ads.

ASSOCIA TION INSIDER

SPOTLIGHT INDEX

Show your existing employees that you mean what you say in your advertising and that they are valued members of the team. Complete the picture of your outstanding employer brand by maintaining that image to current workers. Accomplish that by following through on everything you advertised. Create a desirable relationship between management and staff by treating people fairly and generally being the kind of boss you’d prefer to work for.  With that approach, you will find that word of mouth from your team to the surrounding community will work as well or better for you than your published ads in the employer market. Of course, that’s where your success is decided, not in the local product and service market where you can only perform well if you have good enough employees to compete on your reputation for quality and reliability.