M.D. Manufacturing Inc. is proud to announce the addition of a number of new positions within their company as they are experiencing growth. A number of efforts are increasing their market share and industry recognition facilitating this move.

Steve Spriet, formerly US Sales Manager – Floorcare & Commercial Division for Plastiflex, has agreed to take over as the Vice President of Dealer Sales for M.D. Manufacturing.  Steve brings with him a wealth of knowledge gained from 18 years in the central vacuum industry. Many of you recognize Steve’s face as a prominent representative for the premier hose manufacturer, Plastiflex, a regular at the VDTA Trade Shows. Steve also has been working closely with M.D. Manufacturing Inc. insuring a seamless integration of their products into MD’s product line.

“Steve has always had an excellent grasp of our product and is the perfect type of representative we desire,” stated Grant Olewiler, M.D. Manufacturing’s General Manager. “We hate to loose him as a supplier but believe that our growth in the marketplace demands that we retain the best-of-the-best.”

Steve will be in charge of sales to all of MD’s dealers throughout the USA as well as developing additional dealers in areas where MD lacks adequate representation. “A truly unique opportunity, I’m excited to assist MD in partnering with clients to sell a product that I believe in and use.” says Steve Spriet. One of his unique qualities is that he has been installing MD units on the side for over five years and can adequately explain the process to prospective clients. “It is rare to fine a candidate with this rounded of a skill-set who already familiar with our product line,” states Olewiler.

Mike Kretsinger, who formerly held the position will be moving into a consultant role assisting MD in its Six Sigma and other quality control issues. He has actually taken on a new position that has been a dream of his, becoming a Youth Pastor as a local Bakersfield, CA area church. “While we are very sad to see him reduce his involvement within MD, we are extremely excited about the opportunities his new job will provide,” states Olewiler.

M.D. Manufacturing also announced the addition of Mark Weighall a Certified Public Accountant, Certified Management Accountant, and Certified Financial Manager to oversee their accounting department. Mark, a Bakersfield native, brings an energetic new approach to the company that should allow them to prepare for the growth they are experiencing. His experience with financial and managerial accounting in tandem with effective financial management will continue to allow MD to provide the best products and the optimum price to the dealers.

M.D. Manufacturing has been manufacturing central vacuums since 1961 under the names Silent Master, AirForce, Modern Day, AirMaster, FloMaster and Stealth. Their industry acclaimed www.builtinvacuum.com website has become the knowledge-base for the entire industry. For more information call (800) 525-2055.

Typically you will find that the cyclonic units are the ones with the motors on the top.  They bring the dirt in the side of the unit, spin it around with a cyclonic action, and rely on gravity to drop the major portion of the dirt out of the airstream and then pull the air off of the middle of the cyclone that is created.  Some of them then locate a filter in the middle of this space.  MD’s paper bag system prefers the motors on the bottom for the following reasons:

1. Each vacuum motor typically employed in central vacuums contains a separate cooling fan that draws air into the motor to cool it.  They do not rely on vacuumed air to cool the unit.  In the event that there is ever a clog in the system, a central vacuum will not burn its motors up as long as it has this intake cooling air.
2. The location of this intake cooling fan is critical.  If it is located on the top of the unit it will draw air from around it.  For units with the motor on top, it draws this air from the hottest portion of the unit; where the hot air exhausts.  On the MD units with the motor on the bottom, this air is drawn from the very bottom of the unit; the coolest air location.
3. If the motor is also located up high in the garage and this motor is on the very top of the unit, it is operating in the hottest portion of the garage.  MD’s motors on the bottom of the unit, are located very close to the floor, thus also drawing from the coolest resource of air available.  Hot air rises thus a unit with the motor on top runs hotter than one with the motor on the bottom.
4. Typically cyclonic units are located about eye height.  This puts the motor much closer to the user’s ear as opposed to MD units with the motors down near the ground, further from the operator’s ear.
5. All of the cyclonic units (with the motor located on top) have some sort of filtration system.  Either you have to pull a cloth bag down and shake it, clean out a cartridge, or reach up to scrape off a screen.  With the MD unit you simply lift a lid, wad up a paper bag and dispose of it.  You are always back to a brand new filtering system once you change the bag.  With the cyclonic filter types you are never back to the original pure filtering system (unless you replace a cartridge.)
6. The key to MD’s filtering system is the cloth bag behind the paper bag.  This allows a much more porous paper to be used as the strength of the bag is maintained without compromising suction.  The supporting cloth bag is tapered, thus the air is not sucking through the trash but through all the pores simultaneously.  The air is rather turbulent when it enters the bag and actually “scrubs” debris off the sides of the paper bag.
7. Once the paper bag is full on an MD unit it begins to loose suction.  On many of the units with the motor on top, when the unit is full it will then allow the debris to suck directly into the motor.
8. On most units that have the motor on top, the cooling fan intake is located on the top cover of the unit.  Often we have seen that homeowners will place a box or other object on top of the unit inadvertently believing this to be a convenient storage location.  Unfortunately that box then completely blocks the cooling air intake and the motor will prematurely fail.  Having the motors on the bottom, MD units mount 6” off the ground and thus the cooling air intake is extremely difficult to accidentally block.

You might also read our article “Filtration Analysis” located at: http://builtinvacuum.com/filtanal.html

Back in 2006 Dave from Aqua Air sent me a carpet cleaning kit as an attachment for a central vacuum and I must admit that I never really thoroughly tested the concept. Yes, I thought the idea had merit but cringed at the thought of using the central vacuum in conjunction with a water extraction system for “washing” my carpets. I only perform this task once or twice a year (because the central vacuum keeps it clean on a daily basis) and I normally rent a high-powered extraction machine from my local rental company. I figured it would be useless to have this expensive system sitting around for just those few annual usages.

Well I stand completely corrected on the value of this system! First, it comes with a 5-gallon stainless steel bucket on wheels with a 3 foot hose that plugs into the nearest central vacuum outlet. The end of the hose also contains a five or six foot hose bib connection and an extra 20 foot hose to connect to the water-heater or washing machine bib. At the other end of the 30 foot suction hose it has a beautiful commercial-grade connection and trigger system. To this you attach a stainless steel wand and the carpet cleaning head.

Although you cannot spray a cleaning solution from the trigger of the hose (with the water) you mix the carpet solution in a separate spray bottle and pre-treat the carpet letting the solution sit for about 15 minutes. You then come back with the Aqua-Air attachment system and spray hot water on the carpet rinsing it and sucking the moisture out of the carpet with the power of your central vacuum. The wet solution is caught by the stainless steel tank prior to getting into the central vacuum lines. I was absolutely delighted with the results! In fact, I think this is the system did a better job than any extraction system I had ever used! The carpet still looks beautiful five weeks later.

One of the key elements is having a strong central vacuum to create the suction power to properly extract the moisture from the carpet. In my case it was dry in less than two hours. The kit also contained a hand-held wand for cleaning upholstery and stairs. This was the absolute best tool I have ever used for cleaning my stairs with a liquid solution. The staircase looked new again even though my carpet is over ten years old. Again, the versatility of the central vacuum with the long hose made this a convenient and thorough method for proper cleaning.

Probably the most difficult part of this system for most homeowners will be locating an adequate place to tap into the hot water system. I believe a key element to the cleaning is the use of hot water as opposed to cold water. I found the bib on the bottom of my water heater worked well and the 20 foot extra hose helped get me there. At the other end of my home I unscrewed the washing machine connection and attached at that point. If you let the system sit too long the water gets cold and I recommend purging it into a sink or toilet. The stainless steel tank holds quite a bit of water and contains a float that will shut the suction off if it gets too full or if it gets tipped. It was quite easy to simply dump this into a drain but I was amazed at the amount of “yuck” that had come out of my carpets!

Interestingly enough, two days later we had a neighborhood party at our home and five minutes before the guests arrived we were pouring a 3 gallon tub of hot wassail into a glass bowl and it broke, pouring two gallons of sticky fluid all over the kitchen island and cupboards. Having the Aqua Air system handy in the garage, I whipped it out and cleaned up the mess in no time. As the first guest arrived right on time, they had no idea of the fiasco that had just been averted.

So thank you Aqua Air for a great new attachment set. I stand corrected asking your apologies that I did not thoroughly test your product when you first sent it to me. MD will likely be offering these soon to our clients.

Now here is a great way to advertise. Tom Proctor of Vacuum Cleaner Hospital in Chapel Hill, N.C. has gotten serious about using his installation vehicle as an advertising medium. Using classy graphics and tasteful placement he literally gets noticed by thousands of potential consumers every day.

This truck also matches the professional image portrayed in his shop; one of quality, excellence and neatness. Hey, we sell vacuum cleaners so we should be clean, shouldn’t we! This factor was driven home to me in our own factory about five years ago when the employees on our manufacturing floor figured out that they too must keep a clean shop because we sell cleaning devices! Do we believe in “clean” or not?

So if you boldly display your company logo and name on your truck, be sure to present a 100% professional image. I know of a few installers who specifically do not put their names on their trucks because of their bad driving habits! Is that the image you want to portray?

And keep the interior of your installation vehicles clean and organized as well. I used to actually use this as an interviewing technique when hiring installers. If they kept their own personal car clean it was a sign to me that they were conscientious and would also treat all my clients’ homes with respect. It might take a few extra minutes at the end of every day but it also will guarantee you time-savings every day of the week.

Drive courteous, care about others, and your bottom line will see the results.

I strolled into State Vacuum in Tampa last week to check on our local dealer while I was in the region attending an ASTM meeting.  This is not a procedure I normally fine adequate time for, but wish I could do more often.  State vacuum has been in the business for over 61 years and selling MD Central Vacuums since the late 1970’s!  David Epstein took over for his father Bernie (of whom is named the Bernie Epstein VDTA Scholarship) and David has continued to build on the incredible reputation of his family.

Seeing my visit was not a formal one, David continued to conduct business and personally greeted almost every client who came through the door, Most of whom he knew by name.  He was not put off by a customer’s request for simple paper bag replacements but carefully walked her to the back of the showroom and identified the parts by memory.  I watched him strategically sell two portable vacuums in a matter of about ten minutes, quickly moving one client who’s heart was set on the “Consumer Report” best buy.

Sure enough two guys came in looking for a central vacuum and David walked them through their options.  He quickly identified that they were already internet shopping and put them in models comparable to what they were considering.  Of course, he showed them reasons for considering a higher-quality option.  As I watched the prospective client walk through objections, I noticed a few clear hot-buttons.  One was accessories and the other was a need for a shorter hose.  When David explained the Quick-Click hose which normally uses a 20 foot hose with a 10 foot extension, they instantly found a solution not offered elsewhere.

In a matter of 15 minutes I saw firsthand David’s ability to accurately decipher needs, his proper application of knowledge, and his personal attention that must be the hallmark that has made State Vacuum an institution in the city of Tampa.

So for the rest of you MD dealers, keep your eyes open, we may be stopping in on your shop as well!  It’s great to have such confidence in all our MD dealers.

We are often asked why MD does not recommend or sell the Double Wye fitting that is commonly seen other places in the industry. This fitting is quite convenient for attaching two runs together to then flow into the power unit but unfortunately it has also too often been installed improperly. Because many central vacuum installers only work at the trade part-time and are unfamiliar with proper installation techniques, they end up producing systems very susceptible to clogs. Here are the two most common errors committed with this fitting:

To properly make this connection we used a 45 Wye (#509), 90 Sweep Spigot, a short piece of pipe, and a 45 Ell (#504)

Day after day your employees show up at your office or jobsites and you expect them to perform at the same level that you do as the owner or manager.  While this may seem realistic, it can actually be achieved if you give them a rewarding place of employment.  So how do you do it in your company?  I would love to hear from you!   At MD Manufacturing we have instituted a number of policies that certainly help.  First, our company purpose statement places a solid emphasis on the value of each and every employee. 

We don’t just talk it, we live it.  That’s one of the main reasons why our offices are only open four days per week.  We want to insure that our employees receive adequate time for rest, relaxation, and family activities.  They DO come back to work refreshed on Mondays eager to work.  In fact a good percentage of them are here 15 minutes early waiting outside the gate for us to unlock it.  They’ve got great attitudes and sincerely desire to make the other employees successful. But more importantly, MD goes through an extensive screening process for each and every hire.  We hire slowly and keep them long.  We call on references and make sure they have personal character; not just adequate job skills.  We analyze their fit into our corporate culture.  We have a series of individuals interview them before making a decision and we always attempt to make sure that the company will be a good match for them as well.  We even encourage our employees to pursue their dreams even if it means they will eventually be employed elsewhere.  A number of them have used their position at MD as a stepping stone for a higher level job elsewhere.  Through it al, MD has gained a loyal friend and participated in the professional success of others.  What an excellent reward!

Another key motivator is providing them with the tools to succeed in their position.  Whether it is a headset for someone in customer service or the programs for our art department, we do not want to allow a simple impediment to slow them down in their success.  But more importantly you need to empower them to make necessary decisions within their department.  Customer service should be able to authorize replacement parts right on the spot!  The production department should be able to decide alternate manufacturing techniques to improve processes.  I believe many of our dealers get extremely frustrated with their employees (and vice versa) because they define installation methods too narrowly.  If the worker fully understands his job and performs well every day, let him or her make decisions that improve their own tasks.

I can also state that we are truly blessed with a fantastic staff here at MD and they make my job as manager far easier.  Having confidence that they all are working towards a common goal allows us all to improve the environment for each other.  Sure we have occasional parties where we all race go-carts, have picnics, or barbeques, but the tangible employee satisfaction comes from knowing that you have participated in a growing organism and you contribute to its success. 

I would love to hear your perspective.  (This includes fellow employees!)

Grant Olewiler Grant@builtinvacuum.com

If you are a business owner, then you know how difficult it is to know how to expand your business. It can feel like you are in a “Catch 22″ position here. You would love the expansion but cannot devote the manpower. Yet you don’t have enough work to keep someone busy full time so it’s hard to justify the cost involved because you would not have the profit! For issues like this you have to think long-term. 25 years from now, do you want to be doing what you are doing in the same way, or do you see yourself having time to pursue more meaningful things for your company?

This was made clear to me in a seminar where I was told to evaluate the dollars per hour that I could hire someone to do the jobs I was doing. I was doing shipping for about 1 hour per day ($7/hr), accounting work for about 2 hours per day ($14/hr), reactive sales for about 3 hours ($15/hr), and managing other people for 2 hours per day ($18/hr). Somewhere around 1 hour per day was all the time I had available to devote to thinking, creating and expanding my business. The value of that hour, however, was worth about $100/hr because as I set aside time to create, I could put in motion plans for others to work for me.

So I slowly hired people to do the things that were of a lower wage scale. A shipping clerk would earn $56/day. But if he freed me up for 1 hour per day, I would usually be ahead of the game by about $44. It is difficult to release the job that you do so well. But if you can find someone to do your job 80% as good as you do, hire that person and he/she will learn the other 20%. You just have to swallow your pride and let him/her do it. But make sure that you take and use that extra hour of your time (where you are now not shipping) and apply it to the most profit-generating function of your business.

What then do you do with that shipping clerk for the other 7 hours of the day? Have him clean the shop, make a phone call to follow-up on last month’s sales to see if the client is still fully satisfied with your products, have them stuff envelopes or any other task that might free up additional time for you.

As far as Home Shows, set a goal to be able to do one 2 years from now and develop a plan on how you will get to a point of being able to do one. I used to regularly generate 40-60 central vacuum sales from a single home show. As you expand your company through hiring, strategic planning and worker-development, there will scarce be any limit to what your company can do and become. And for years ahead, this can be one of the approaches to business for which you can be very thankful, especially as your company develops even further, allowing you to most effectively serve the people in your area.

The management of a company can either make or break it. Seeing MD has been around for almost 45 years, we have obviously done a few things correctly. In the early days Charlie Emdy managed the family business quite easily because it never reached beyond immediate family members. His son Wayne took over in 1971 and employed a different strategy with a very tight management style striving to squeeze every second out of every process. I learned under Wayne and loved challenging myself to beat pre-established time goals. This concept was passed on to a number of our staff members as well. Chris Mercado in our tool and die division learned under Charlie and Wayne and set the pace for the rest of our manufacturing staff.

But Wayne’s limitations could only go as far as the number of people he could directly manage. This methodology had to be passed on to the next generation and the next level of employees for MD to be able to grow. Each division had to take ownership of their own performance to make them effective as possible. This is where trust comes in. One of our main hiring characteristics we screen for is trust. If we cannot trust an employee or a manager, we cannot empower them to reach for goals that are beyond the simple.

Each and every employee must have a view of the big picture as well as their own divisional goals; from the receptionist to the CEO. Without a direction, our company would not have one tenth the success we have been able to obtain. But the underlying foundation to management will remain “trust.” Managers are trusted to provide accurate and timely information. Project teams are trusted to have researched issues fully before presenting them before our board meetings, and the IT department is trusted to implement software in the best conceivable fashion after consulting with departments involved. Sure we try to review over information before implementing anything new but we do it with a level of trust believing that the employee or team did the best they could within the bounds of the assignment. This simply challenges each employee to do a better job each and every time.

Remember when your father or mother first trusted you to walk or ride your bike to the store alone. You returned to show them that you did exactly what you said you would do and they then wanted to trust you even more? This same trust principle applies to management. Misplaced trust and trustless superiors can destroy companies as well.

For all our dealers, take this to heart. Work on integrity with your employees and take special notes on trust. Encourage, reward, and recognize it. It will revolutionize your company.