Team Building & Morale Initiatives

Purpose

Defines the practices Spartan uses to build team culture, recognize performance, and maintain morale — so employees want to be here and perform at their best.

Who This Applies To

Josh (culture owner), coaches, and all team members.

Culture Foundation

Spartan's culture is built on three pillars:

Performance recognition — wins called out publicly and frequently

High standards, consistently enforced — the same rules apply to everyone

Belonging — people feel like they are on a team, not just doing a job

Regular Culture Touchpoints

Monday Morning Meeting (7:30 AM — Mandatory)

The most important team-building event at Spartan. This is where:

• Individual wins are called out by name with specifics (not generic praise)
• The week's focus is set together
• Safety and operational reminders are framed positively
• New hires are introduced to the full team

Make recognition specific. "Great job last week" does nothing. "Marcus, you hit $8,000 RPL on Tuesday on a water heater call — that's exactly how it's done" builds culture.

#5-Star-Reviews Slack Channel

Incoming Google reviews are shared in this channel. Coaches should:

• React to reviews with team members' names tagged
• Call out reviews in the Monday meeting
• Note: Even unusual or quirky 5-star reviews count — Spartan values the star rating

Commission and LTO Wins

Celebrate LTO wins and big ticket jobs in the team Slack channel when they close. Recognition of financial wins reinforces the behavior.

Team Events and Engagement

Josh determines the cadence for team outings, seasonal events, or shared meals. Suggestions for the team to bring to Josh:

• Quarterly team lunch or cookout
• Recognition for 1-year and multi-year anniversaries
• End-of-year celebration when annual targets are hit

Addressing Low Morale Signals

From Slack (#evan-hatfield): When a technician expresses frustration with their job assignments (e.g., single jobs), this is a signal — not a complaint to dismiss. Low morale often surfaces first in Slack messages or 1:1s before it becomes attrition.

Morale warning signs:

• Technician going quiet in Slack job channels
• Drop in KPI performance without an obvious external cause
• Increased call-offs or lateness
• Expressing frustration about pay or assignments in team channels

Response: Address in a 1:1 first. Ask what is missing. Solutions may be as simple as different job assignments, adjusted expectations, or acknowledgment of effort.

Recognition for Tenure

• Announce work anniversaries at the Monday meeting
• Consider small recognition (gift card, public acknowledgment) at 1-year and 3-year marks — to be determined by Josh

Important Notes

• Culture is built by consistency, not events. The Monday meeting that happens every week matters more than one annual party.
• Peer relationships matter. Encourage techs to help each other — commission splits for assisted jobs reinforce team behavior.
• Never embarrass an employee publicly. Recognition is public; discipline is private.

Related SOPs

• Weekly/Monthly Review Meeting Cadence — the Monday meeting agenda
• One-on-One Meeting Framework — individual morale management
• Performance Review Process — recognition tied to performance data