Featured on all G-tier models, the cab design is offered in both a canopy or enclosed cab configuration.
MOLINE, Ill. — John Deere is building upon its line-up of compact equipment by expanding its performance tiering strategy with three new models of compact wheel loaders. The new G-tier models, including the new 184 G-tier, and the 204 G-tier and 304 G-tier machines, were designed to include proven capabilities and are ideal for customers in need of a dependable machine to complete everyday tasks.
“As we learned from launching our performance tiering strategy on our utility loader line-up last year, customer’s needs are unique and they require personalized solutions to meet their diverse set of tasks,” said Luke Gribble, solutions marketing manager, John Deere Construction and Forestry Division. “That’s why we chose to expand our performance tiering strategy with the introduction of the G-tier Compact Wheel Loader models. These machines are not only rugged, but they boast simple and intuitive machine controls that are a great fit for operators of all experience levels, while also offering options that promote operator comfort and productivity.”
The 184, 204, and 304 G-tier Compact Wheel Loaders provide solutions for customers in applications such as landscaping, agriculture, snow removal, site development and rental. The G-tier models offer optimal performance with lower maintenance costs. With convenience and productivity top of mind, these easy-to-operate models come standard with limited slip differential, which automatically engages if one wheel loses traction, providing enhanced safety for the operator and the machine. The optional ride-control reduces spillage from the bucket when traveling over rough terrain, reducing job site clean-up, and improving ride quality for the operator and can also be set to engage and disengage at certain speeds.
Featured on all G-tier models, the cab design is offered in both a canopy or enclosed cab configuration, giving operators flexibility when working in a variety of different geographies. Built with operator visibility in mind, the redesigned enclosed cab features a frameless, fully glass door, floor-to-ceiling front windshield and remounted machine display, providing a clear line of sight to machine surroundings. The right-side full glass window also swings out 180 degrees to further enhance overall visibility for the operator. Additional features include an adjustable steering column, slip-resistant steps, and an optional LED lighting package. The spacious cab includes amenities such as improved air conditioning systems and ergonomic low-effort controls* to keep operators comfortable during a long shift.
All G-tier models offer enhanced serviceability features such as ground-level service and increased capacity fuel tanks to help simplify daily maintenance. This allows operators to spend more time completing the tasks at hand, rather than performing on-site repairs or maintenance. The strategically placed cooling package minimizes contamination from debris build-up, optimizing efficiency and reducing cleanout time.
The smaller G-tier models, including the 184 G-tier and 204 G-tier, were designed to provide customers with a rugged, compact design helping the operator maneuver within the tightest areas while maintaining complete control of the machine. With a canopy height of 8” and 5’10” in width, these machines are nimble enough to fit through smaller barn door openings or other smaller areas, making them an ideal solution for job sites of all sizes. The new 0.9- cu yd (0.7 m³) bucket is optimally sized that pairs with the 184 G-tier and 204 G-tier and can be attached to either a Quik-Tatch or hook-style coupler.
The largest of the three new models, the 304 G-tier, delivers productivity enhancements while also retaining many of its previous features that result in higher productivity, especially in applications such as site development, roadbuilding and snow removal. In response to customer feedback, the travel speed of the 304 G-tier has increased to 18.6 MPH (30 km/h) from 12 MPH (20 km/h), seen on the 304L model. This enhancement allows the machine to accomplish tasks and move around job sites in less time.
The design of the 304 G-tier offers improved operator visibility and overall machine stability with the increased machine size, which is now measured at 8’8” tall with cab and 6’5” wide. This Compact Wheel Loader model also comes equipped with an optional Attachment Assist Package, including Proportional Mini-Joystick 3rd Function Control with Detent, Combined Creep Control & Throttle Lock, and Integrated Electrical Attachment Controls (3- Pin).
The John Deere 184, 204, and 304 G-tier Compact Wheel Loaders are now available for purchase in the U.S. and Canada. To learn more about the G-tier line-up please visit www.johndeere.com.
As Kress prepares to launch commercial-grade outdoor power equipment, the company has expanded the team with numerous new hires.
Kress Commercial announced several members of its U.S. team as it prepares to launch commercial-grade outdoor power equipment (OPE) in the North American Dealer Channel.
“As we prepare for our official Kress OPE launch in North America, we have assembled a well-established team of professionals who know and understand the dynamics of the OPE Dealer Channel,” stated David Johnson, executive vice president of sales. “These industry leaders have earned the trust of America’s dealers over decades of personal interaction. We could not be more excited to have this team of knowledgeable people to lead the launch of the Kress brand in North America.”
The event will take place Nov. 16-18, 2022, at the Renaissance Dallas at Plano Legacy West in Plano, Texas.
Xplor Technologies is excited to announce the 2022 Service Edge Conference (SEC) – a new annual event for Xplor Service Autopilot and Xplor FieldEdge members and potential customers. The conference will take place from Nov. 16, 2022, to Nov. 18, 2022, at the Renaissance Dallas at Plano Legacy West in Plano, Texas.
This year’s SEC is an event created for field service businesses, by field service businesses. From lawn care to HVAC to residential cleaning, plumbing and more, all service business professionals are welcome.
The SEC program is tailored to streamline and improve all areas of field services business. Attendees will uncover insights on how to improve: operations, marketing, CRM, sales tactics, strategic planning, financials and develop future growth plans.
Keynote speakers like Steve McClatchy, New York Times bestselling author and founder of Aleer Training and Consulting, Chad Willians, bestselling author and former U.S. Navy SEAL, and Jonathan Pototschnik, the Lawn Care Millionaire, will share their best secrets for long-term success and growth.
Every attendee will have the opportunity to join sessions filled with actionable insights and innovative growth ideas to implement for their businesses straight away. They’ll also have the chance to get inspired and grow their networks from connections with 400+ field service business owners and employees across North America.
? Access to vendor and partner showcase
? Access to actionable workshops and sessions
? One-on-one support lab sessions for Xplor FieldEdge and Xplor Service Autopilot
? Evening “welcome reception” with complimentary beverages and hors d'oeuvres
? Breakfast and lunch on days two and three
Xplor Service Autopilot and Xplor FieldEdge members and non-members alike are all encouraged to attend. Click here for more information about SEC 2022.
Founded 30 years ago, Lawn Pride has roughly 100 full-time employees.
Neighborly, the parent company for The Grounds Guys, a Lawn & Landscape Top 100 company, has acquired Lawn Pride, a professional lawn care company in Indianapolis, Indiana.
The company expects to begin franchising the Lawn Pride brand in the U.S. in 2023. With this acquisition, Neighborly has reached a milestone with now more than 30 home service brands globally across 18 service verticals.
Joshua Sevick, president of The Grounds Guys, will oversee the integration of Lawn Pride.
“At Neighborly, we believe in the greater power of our collective, and welcoming Lawn Pride to our family of brands allows us to expand our offerings and deepen connections with homeowners,” said Mike Bidwell, president and CEO of Neighborly. “Lawn Pride’s fertilization, weed control, aeration and overseeding services have earned a remarkably high net promoter score and customer retention rate. We see tremendous opportunity to grow the brand to new heights beyond its home market.”
Andrew Neher founded Lawn Pride over 30 years ago. The company has roughly 100 full-time employees.
“While still in college, I started my entrepreneurial journey in lawn care. With a lot of hard work and a highly dedicated and talented team, we built Lawn Pride into the thriving business it is today,” Neher said. “Now, it’s time for the Lawn Pride team and the Neighborly team to collaboratively write the company’s exciting next chapters. Guided by Neighborly’s entrepreneurial spirit, leadership team, deep bench and experience in home services, and a great capacity to grow the business, this is clearly the right next step in our evolution.”
Both brands will operate independently with two distinct service models and systems under Neighborly’s direction, providing unique value to customers who look to Neighborly as their hub for home services.
“As I’ve witnessed firsthand with The Grounds Guys, Neighborly’s commitment to investing in the brands under its umbrella through the organization’s proven franchise model is a game-changer for achieving accelerated brand growth,” said Sevick. “I look forward to seeing Lawn Pride experience the same success under Neighborly that we’ve witnessed across all of our home service brands.”
Making the most of technology can help you boost profitability and make informed business decisions.
* Editor's note: James Manske gave his presentation "Utilizing Technology to Increase Profitability" at the Lawn & Landscape Technology Conference in August.
With more than 18 years in the green industry, James Manske, owner of Elkhorn Lawn Care, knows how to generate more profit.
“For the first 15 years I thought I knew everything,” Manske says. “But I was wrong. And I didn’t know I was wrong.”
With anything, but especially technology, Manske says it’s about first changing yourself before attempting to change your team.
Manske advised company on how to use tech to improve processes while understanding the data and building your team concurrently.
“With every process in business you can reduce cost, increase output and define new sales all of these things you need to think about as you build your process documentation,” he says.
Having a new client process cycle can be useful. Manske says it starts with identification before moving into estimating, routing, completing the job and then billing and follow-up.
“You can take this and run with it and create sub processes for all of these things,” Manske says.
Using follow-up as an example, a sub process might include making lists, establishing email/phone scripts, scheduling time to reach out and then converting these follow-ups into more sales.
“You need to have all this worked out so that a five-year old could do it,” he says. “It has to be as easy as possible.”
And once you have that overview it’s easier to improve process times and document stats. This can lead to creating key performance indicators and identifying areas of improvement.
“I ask why for every single thing in every one of my meetings,” Manske says. “Think about what areas have high cost. What takes the most time? And what’s overcomplicated?”
Utilizing any and all technology from CRM, to estimating programs, GPS tracking and routing software, companies can truly understand it’s data and use it to grow.
“There’s so much tech you can put into any portion of your business,” Manske says. “You might only need one right now and that’s great. But you will need more when you grow. The first thing you should look for is what you need the most help with.”
Storing data, or intellectual property, is the next portion of utilizing technology. Manske compares it as a vault so you can keep everything together. He adds that this even allows for more efficient training.
“Without having a system to show you what your data is you can’t analyze to make accurate decisions as a business owner… and you can’t create a pricing structure without knowing what your costs are,” Manske says.
And the more knowledge the better. Manske says he took the business from a simple one-page P&L to an elaborate 11 page one that broke out by every division and how it relates to profitability.
“This might be a good thing to do in the off season,” Manske recommended. “The more detailed you get, the more effective you can get in order to take you to the next level.”
Manske says with the detailed P&L you can see what shifts in the company need made. A service might need cut, or prices may need increased. It can also be used to identify top performers and double down on marketing in certain areas.
“All this comes from having a great CRM for great financial software,” Manske says.
The 10% rule is another thing that can be analyzed from this detailed reporting. Manske explains the rule states no customer should allot for more than 10% of your revenue.
“I’m the devil’s advocate, I want to make sure I’m protected,” he says. “If it’s less than 10% of total sales we can easily pivot, and it won’t create a big impact.”
Leading into that is identifying your top personas or ideal clients. Manske says use the data you’re collecting to identify key characteristics in these customers to market for more of these clients.
It’s also useful in building your team.
Manske breaks it down into three elements — attract, reward and retain.
Attracting is using online employment sites and social media to boost recruiting. Manske adds that referrals are another great way to attract new staff. Elkhorn has brought in over 18 new employees this season with a robust referral program.
“I’d much rather pay out people,” Manske says.
Using the data if staff are meeting KPIs, then it’s time to reward them. You can also utilize progression charts to entice staff to want to move up the ladder.
“If you show them that in the beginning, they won’t want to just be a laborer all their lives,” he says. “If they don’t know where they’re going they’re going to feel stuck. You need to motivate them.
Adding commissions at all levels of the business is another way to reward staff and can be easily tracked through proper software.
“I want people to make money beyond just clocking in and clocking out,” Manske says.
Retention is a huge component of success. Manske says clear mission and vision statements and a good culture help with this. Along with regular team meetings where the staff can review all the data being collected.
“All this can happen once you start looking at the big picture,” Manske says. “There is always a lifetime of opportunities at your fingertips.”