Growing your business

In this webinar, ​@Casey Graham shares a clear, proven roadmap for taking your business to the next level - whether that means staying lean and profitable, expanding to new markets, or building a company you can eventually sell. Drawing on his experience helping hundreds of pool service owners, Casey will guide you through:Defining your version of success Identifying exactly which stage your business is in Taking the right steps to move forward with confidenceThis session is designed to help you avoid getting stuck, break through common growth barriers, and build a business that works for you—so you can focus on what matters most.Whether you’re a solopreneur, small team, or steady operation looking to become a fully scaled company or a systematized industry, this webinar will give you a step-by-step playbook for successfully reaching your goals without burning out.  If you haven’t read it yet, be sure to check out the ebook co-authored with Casey: From Skimming to Scaling: How To Build

 Becoming a well-known brand is key in business, and even more important if you want Google to know who you are and recommend you on the first page. In this 8min training I wanted to share exactly how you can audit your own brand name. If you take a look you’ll learn the following:how strong your brand really is what a strong brand looks like in Google’s eyes how to take the first few actionable steps to building your brand online

Many owners and leaders are struggling with finding good workers right now, let alone great workers. I wanted to post a couple of quick ideas to jump start this conversation. I would love to hear from you, in terms of ideas/solutions that have worked for you in your local job market. Please share so all can benefit! People attract like-minded people. Ask your good and great employees if they know anyone who would be interested in working for your business. Advertise to your client/customer email list. Talk to your customers and have your employees mention job listings to customers. Post a fun and engaging sign at your business (using a colorful chalkboard or dry erase board) increasing the possibility of attracting a customer who already believes in your company’s products and services. Overly general, “warm body” job descriptions return just that. Use descriptions conveying excitement about the big things your business is up to, the amazing staff who work there and the fun aspec

Running a pool company is tough, and scaling it without burning out is even tougher. That’s why we partnered with ​@Casey Graham, a seasoned entrepreneur who built, scaled, and sold a high-growth pool business, to create this ebook. It will give you the inside scoop on his strategies and plans for each growth stage to guide you and, most importantly, help clarify what you want to achieve.   Without a clear vision for your business and a stage-specific strategy, you risk working longer hours for smaller margins, getting stuck in ‘survival mode,’ and building a company you don’t enjoy running. You’re not alone, and there’s a better way forward!After speaking with over 1,000 pool company owners, reviewing hundreds of financials, and mapping real-world growth journeys, Casey Graham was inspired to write this ebook. He created a 5-stage roadmap to help other pool service owners succeed. In From Skimming to Scaling, you’ll learn: The Owner’s Intent: Define what success looks like for you T

What does it really take to scale a service business from 12 pools to 1,300?On the latest episode of Between Two Stops, we sat down with ​@KPeter, founder of Nevergreen Pools, who shares the gritty, unfiltered truth about growing his pool service empire.Kyle opens up about:💡 Breakthrough growth milestones (and the bumps along the way)📊 The power of data-driven decisions & route acquisitions⚡ How Skimmer’s billing solution helped streamline operations🛠️ Why systematizing everything is non-negotiable👥 Hiring the right people at the right time📉 Why margins sometimes shrink before they grow🌐 The changing landscape of pool service marketing, AI, and the importance of reviewsWhether you’re scaling your own pool business or just love a great entrepreneurial story, this episode is a must-listen. Listen and subscribe! The episode is available on your favorite podcast platform! 🎧 Audio: betweentwostops.com▶️ Video: Watch on YouTube 

Thank you, Skimmer! Automated Payout Syncing with QuickBooks is a game changer! Skimmer's new payout syncing update automatically syncs with QuickBooks, creating both an invoice and payment record AND creating a bank deposit that reconciles with the payout. The reconciliation is 98% done for you! So, how do you set it up?Set up the QuickBooks integrations settings as shown below or in the video above.Payout syncing setup in Skimmer  Choose 'undeposited funds' for payment deposit account in QuickBooks for the Skimmer Payouts Choose ‘banking/credit card merchant fees’ expense account in QuickBooks for the skimmer payout feesHere’s why: 💳 Online Payment Processing Skimmer uses Stripe for processing online credit/debit card payments Stripe takes a fee for processing credit cards, debit cards, and ACH online The new payout syncing feature helps reconcile the difference between invoice amount and actual deposit Example: Customer pays $100 - $2 processing fee = you receive $98 🏦 Quick

Thank you for your posts and comments on how to hold employees accountable! Here is our final (6th) tip on employee accountability during your busy season… 6. I EMPOWER TEAM MEMBERS WHEN THEY DON’T FOLLOW THROUGH ON THEIR WORD. Powerful and effective leaders are coaches at heart. Our job as leaders is to maintain clarity and remain impartial in our beliefs and judgments regarding successes and failures. My team’s game is win or lose. My game as a leader is to develop the people I lead into being high performers. I can’t afford to get stuck in the ups and downs. I’m putting my team in a classroom every time they don’t win. Before I communicate with them, I remind myself, “I’m committed to coaching and empowering this person.” Which is vastly different than the typical approach of “I’m committed to making this person wrong.” As a coach, I am committed to not being disappointed when my team doesn’t achieve their results. Instead, I’m committed to them, growing and developing from the ga

Hear about the biggest shifts happening in 2025 and beyond! In this webinar replay, you’ll hear from three of the brightest minds in the industry as they bring their perspective and real-world experience about the biggest shifts currently taking place and what that means for the future. You’ll hear insights about what they’re seeing in the industry and how owner/operators can stay ahead. Watch this lively and impactful discussion, including audience Q&A on topics like:What the private equity buying spree means for independents and franchises How businesses are tackling labor shortages and keeping great talent The lasting impact of supply chain disruptions Where AI, robotics, and automation are making a real difference (and where they’re just hype)This is your chance to gain valuable insights and actionable strategies you can use to set your business up for continued success:  As a bonus, here is your link to download Casey Graham’s price increase email template.

We are continuing our conversation around employee accountability during your busy season… Here is our 5th tip:5. COACH TEAM MEMBERS TO BE ACCOUNTABLE.When we think of holding others accountable, we assume it means babysitting them — knowing they don’t want to do something, and that they will resist. Having all my attention on the results does not achieve the results. What causes the results is my willingness to BE the vision as one of the leaders in the business. And if, as a team, we said we would do 10 things and only did three, I’m still committed as a leader, even though we missed the mark. When my team doesn’t hit the bulls-eye, I ask myself, “Who am I being as a leader that led us to miss the mark?” and then to coach my team members from the perspective of, “Who are my team members being that led them to miss the mark?”Feel free to answer any or all of the questions below...3 Questions for you:What is an accountability conversation that you had recently with one of your team mem

A high number of pool and spa and service-industry leaders and owners that I’m coaching right now have shared how they are struggling with holding their employees accountable during their busy season. They hold back from having tough conversations because their employees are already stressed out and working at maximum capacity. They fear that their employees will simply quit if they give them feedback and hold them accountable to a higher standard of performance.As a result, many leaders avoid hard accountability conversations, and instead, opt to do the work themselves. However, this will only result in resentment and ultimately burn out.Engaging in accountability conversations is both a science AND an art.Which leads us to step 3 in engaging hard conversations… 3. RECOGNIZE THAT MANY EMPLOYEES (AND OURSELVES, AT TIMES) WANT TO AVOID ACCOUNTABILITY. We avoid accountability because we are afraid of failing; of looking bad; of being judged by others. We’re afraid of being punished if th

 Hey everyone! I wanted to share a short video I recorded on some of the best ways to ask for and get reviews from customers. Consistently getting new reviews causes a positive ripple effect on your business: improves your online visibility, builds your brand/trustworthiness, increases CTR (click-through-rate) and conversions, & more.And I know how hard it is to get reviews, even after you ask and the customer says they’ll do it and never actually do. Any questions or further explanation on anything shared in the video feel free to reach out.

My 2 Favorite Tips For Expanding Your Google Presence I just wanted to share two quick tips I always share with people — easy things you can do to make a real difference online: 1. Take Photos or Videos on the JobOne of the things I always tell business owners: if you're out on a job, take a quick photo or video, and upload it right from the job site using your phone.It doesn’t have to be fancy — just showing before-and-after shots or progress can go a long way. Posting those consistently helps your business stay active online and gives future customers something real to look at. 2. Focus on Review Quality, Not Just QuantityYes, you want more reviews — but the quality of the review is just as important.Encourage people to leave detailed reviews. For example, if someone had a green pool that got cleaned, a review that includes a before-and-after photo is gold.Little touches like that add extra credibility and visibility to every review you get. They tell a fuller story — and that helps

We are continuing our conversation around employee accountability during your busy season… Here is our 4th tip: 4. INSPIRE OTHERS WITH A FUTURE THAT CREATES DESIRED RESULTS. Powerful leaders inspire their employees. They share their vision in a way that allows people to own that vision for themselves. Their invitation asks, “Are you willing to commit yourself to creating a new and different outcome?” Support team members by being the vision in action, and structure their schedules and circumstances in a way that expresses the shared vision. Intentional leaders use accountability and measure results over time, encouraging team members to live out the vision.  Essentially, this means taking the time to create a broader vision or mission that inspires your employees and team members. Here are some examples from leaders and businesses I’ve worked with: “Exceeding expectations,” “Impacting lives always,” and “Creating meaningful connections.” The important thing to keep in mind is this:

We’ve been talking about employee accountability and how it can help address AND prevent busy season burnout. To create an accountability workplace culture at your business, the second step (out of 6) you need to take is to: 2. HONOR YOUR WORD AND COMMITMENTS. Often, when we have an accountability conversation and ask an employee who didn’t do what they said they would do, many employees default to sharing their reasons why they couldn’t follow through and/or complete a project. It’s important to keep in mind that when an employee says,  “I couldn’t because...,” they’ve given their power to the circumstances, explanations, reasons, and excuses. One way of honoring our word is to create an extraordinary vision or future for our business that inspires us personally AND makes a difference for others — and then commit to it. We then declare what is possible, take action, and account for our results. Instead of allowing circumstances to limit what is possible. We do this over and over unt

Summer’s almost officially here, and we know it comes with its own brand of chaos—scorching heat, last-minute customer requests, team juggling, and trying to keep your sanity intact—it’s a lot to manage!That’s why we’re calling on our members to share their best tips, tricks, and sanity-saving hacks for surviving the summer crunch! Whether it’s something that keeps your schedule flowing, your team on point, or just how you stay cool in the chaos—drop it in the thread below, or share a video post for more chances to win!🎉 Every post = 1 entry🎥 Video post = 3 entries We’ll be doing a random draw on June 20 — and trust us, you’ll want in on this prize pack PRIZE PACK VALUE IS OVER $900!!!3 lucky winners will each receive this high-value prize pack:Skimmer swag bundle – Skimmer buff, shirt, stickers, lip balm, & water bottle 60-minute strategy session with ​@Michelle Kavanaugh  (Value: $250) – Build a personalized plan for growth, boost efficiency, or tackle your biggest business cha