Yeah, totally agree with you there. I mean, ideally we shouldn't have to babysit professionals we're paying good money for. But from experience, even companies that seem thorough upfront can sometimes slip up. Last year, we had windows installed and the company was super transparent about their vetting process—still ended up with a couple of guys who clearly weren't trained properly. So yeah, asking questions helps, but keeping an occasional eye out doesn't hurt either...
Yeah, that's a good point. Even with solid vetting, sometimes the real issue is how companies handle training and oversight after hiring. I've seen crews that were technically "qualified" on paper but lacked proper supervision on-site, leading to sloppy work. Makes me wonder—do you think companies should be more transparent about their ongoing training and supervision practices, not just initial screening? Seems like that could help set better expectations...
- Had a similar issue recently... crew was certified, but supervisor barely showed up.
- Ended up with uneven seals and drafts.
- Transparency about ongoing training would def help homeowners know what they're getting into.
"Transparency about ongoing training would def help homeowners know what they're getting into."
Yeah, agreed. But honestly, even certified crews can have off days... I've seen seasoned guys mess up simple installs. Good supervision makes a huge difference—someone's gotta catch those uneven seals before the homeowner does.
"Good supervision makes a huge difference—someone's gotta catch those uneven seals before the homeowner does."
True, supervision matters, but I'm curious—how often do companies actually have dedicated supervisors on-site during installs? In my experience, even reputable outfits sometimes rely heavily on crew leads who are juggling their own tasks. Maybe the real question is whether companies invest enough in oversight and quality checks throughout the installation process... seems like that's where things slip through the cracks.
You're spot-on about the oversight issue. I've seen plenty of companies that rely heavily on crew leads, and while some leads are meticulous, others are just stretched too thin. Dedicated supervisors are ideal, but realistically, they're not always feasible for smaller outfits. From my experience, the best compromise is periodic spot-checks or random audits—keeps everyone on their toes without breaking the bank. Still, you're right... quality control is often the first thing to slip when things get busy.
You're definitely onto something with those random audits. I've had a few crews at my place over the years, and honestly, I've seen everything from perfectionists who measure three times before cutting once, to guys who eyeball it and hope for the best. Guess which one ended up with my kitchen window slightly crooked?
But yeah, smaller companies have it tough—can't exactly afford a dedicated supervisor hovering over every job. Spot-checks sound smart, though. Ever notice how crews seem to tighten up their game when they think someone might pop by unannounced? It's like when the boss randomly drops by your desk at work and suddenly you're the most productive employee ever. Maybe that's just human nature?
Either way, it's reassuring to see others noticing the same thing. Glad it's not just me being picky about my windows...
"Ever notice how crews seem to tighten up their game when they think someone might pop by unannounced?"
Yeah, I've definitely noticed this too. Had a crew once who were super casual until the owner randomly swung by—suddenly it was like watching a military drill. Makes you wonder if companies could benefit from mixing up their checks more often. I get that smaller outfits can't babysit every job, but even occasional surprise visits might save them headaches (and crooked windows) down the line...
My brother-in-law runs a small remodeling business, and he mentioned once that surprise checks really helped keep his crews on their toes. He didn't do it to micromanage or anything, just to make sure everyone stayed consistent. I think most companies probably screen their crews initially, but ongoing accountability can slip over time. A quick pop-in every now and then might be all it takes to prevent sloppy habits from creeping in...
Surprise checks can help, sure, but honestly they're not always the magic bullet people think they are. I've seen crews who ace surprise visits but still cut corners when no one's looking. The real trick is building a team culture where quality matters even when the boss isn't lurking around the corner. If your crew only shapes up because they're worried you'll pop in, you've already lost half the battle... trust me, been there, installed that window.