Why SOPs Alone Won’t Save Your Garage Door Business

When two of my technicians went out with shoulder injuries, I realized I had a leadership problem. It wasn’t about tools or scheduling, it was about responsibility. Covering two salaries for zero production made one thing clear: buying a SureWinder for every truck was cheaper than paying for injuries. I made it mandatory—not because it was convenient, but because good leadership means protecting your people before things go wrong.

You can have SOPs (Standard Operating Procedures), training, and systems—and still feel stuck. If your team isn’t following your process, if you’re constantly putting out fires, the problem might not be your systems. It might be your leadership.

Stop Hiding Behind SOPs

A couple years ago, everyone in the industry was chasing SOPs. Facebook groups were filled with owners trading checklists. Al Cecchetto’s handbook was everywhere. And I’m not knocking it—we had Al on the podcast, and I think his material is great.

But I’ve talked to dozens of shop owners who say the same thing: their handbook is collecting dust. Their techs show up late, cut corners, and ignore processes. And the owners let it happen. Why? Because they’re afraid of losing people.

But here’s the truth:

SOPs without accountability are just busywork.

What good are systems if there are no consequences for breaking them? You end up rewarding mediocrity, pushing away your best people, and burning yourself out in the process.

If your systems aren’t working, it may be time to revisit how they were built. Markinuity’s SOP consulting can help tailor documentation that your team will actually follow.

What Real Leadership Looks Like

Let’s say John Maxwell walked into your business tomorrow and took your job. What would he do?

Here’s my take, based on what I’ve learned from his books and mentoring sessions:

• Call a team meeting. Start with appreciation. Thank your team for their sacrifices—late nights, weekends, family time. Let them know you see it.
  
• Ask great questions. What’s your capacity from 1 to 10? Who wants to grow into a leader? Where are we failing our customers?
  
• Schedule one-on-ones. Meet with each person individually. Learn their goals and challenges. Pair them with mentors.
  
• Develop leaders. Start a leadership track. At Aaron Overhead Doors, we’ve used DISC assessments and leadership books to build future leaders. If you’re not developing leaders, you’re not leading.
  
• Define your compass. Your mission, vision, and core values should guide every decision. At our company, we hire, fire, and reward based on values—not convenience. Here’s how we build culture at Markinuity.
  
• Right people, right seats. Evaluate everyone. Is your dispatcher also doing CSR work? Are your installers overloaded? Fix it.
  
• Align compensation with results. Structure comp plans so both sides win. If your team understands how they earn more, they’ll perform better.
  
• Find a mentor. Even John Maxwell has mentors. Get outside perspective. Join a peer group. Learn from other owners.
  

Leadership isn’t complicated, but it is uncomfortable. It requires tough conversations and consistent follow-through. But it’s the only way to scale without burning out.

Build Your Leadership Plan

Don’t wing this. Here’s what to do within 24 hours:

1. Identify 2–5 potential leaders. Ask if they want to grow. Invest in them.
   
2. Schedule a team meeting and one-on-ones. Follow the structure above.
   
3. Write or revisit your core values and mission. Use them daily.
   
4. Start a leadership development track. Weekly book discussion. Skills training. Anything consistent.
   
5. Create consequences. What happens when someone skips protocol? Define it. Enforce it.
   
6. Evaluate roles and pay. Use strengths assessments. Match people to roles. Adjust comp plans.
   
7. Get help if needed. Don’t be afraid to bring in outside support. Markinuity offers hands-on consulting for these exact situations.
   

Accountability Will Cost You

The moment you start enforcing accountability, some people will quit. They won’t like the new expectations and that’s fine. You can’t build a high-performing team with people who refuse standards.

And you’ll make mistakes. You might fire someone who fit the culture but couldn’t deliver, you might forget a one-on-one, or you might fail to follow through.

But that’s leadership. It’s messy…and it’s worth it.

Accountability isn’t micromanagement. It’s clarity. It’s letting your team know what you expect—and that you care enough to help them get there. Most techs secretly crave it. Because it protects the performers and removes the slackers.

You’re Not Alone

If you’re struggling with systems, culture, or execution, don’t do it alone. Find other operators, join peer groups, or bring in outside help. You started this business to create freedom—not to be held hostage by unreliable employees.

Leadership is your way out. Not more SOPs. Not another handbook.

Leadership.

Let’s get to work.