Most home service companies treat reviews like a marketing problem.

I think that is backwards.

It is a labor problem.

You already have the customers.

You already have technicians walking into homes every single day.

You already have hundreds or thousands of moments where a happy customer could leave you a review.

The problem is your technicians forget to ask.

So instead of paying customers for reviews, pay the person who asks.

Give your technician $20 every time a customer leaves a review and mentions them by name.

Now the incentive changes completely.

The customer gets nothing.

Your technician gets rewarded for creating the habit.

And suddenly he is not asking for a review on the two jobs he remembers.

He is asking on every job.

Think about what happens with 10 technicians.

Each tech gets one review a day.

That is 50 reviews a week.

Roughly 200 a month.

More than 2,000 reviews a year.

And you did not need some complicated review generation campaign to do it.

You just needed your team to consistently ask.

I would make it part of the job closeout process:

Job finished.

Customer is happy.

Tech asks for the review.

Customer gets the link immediately.

Review mentions the technician.

Tech gets paid.

Then track it on a leaderboard every month.

The techs who generate the most reviews get recognized. The guys who never ask become painfully obvious.

Most owners are asking:

“How do we get more Google reviews?”

I would ask a different question:

“How do we make asking for a review part of every technician’s job?”

Because once your crew starts asking consistently, review count stops being a marketing problem.

It becomes a system.

Bodhi

Client Spotlight 🏆

Disclaimer:
Stryker Digital may occasionally share case studies, performance data, and real results from clients we work with. These examples are for educational and illustrative purposes only. They are not guarantees of results, earnings, or performance. Every business is different, and actual outcomes depend on numerous factors outside our control, including market conditions, competition, budget, and the business’s ability to implement recommended strategies. Nothing in this email should be interpreted as a promise or guarantee of future earnings or results.