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How are you paying your employees. 🙂 I have one he does A great job and want to reward him but don’t know how to do it besides paying him more?”
One important thing employers overlook is to “ask” the employee. Ask what their needs or wants are.
One wants little to no pay and wants benifits. (health ins., membership at the authletic club, $50 certificate at grocery store, dinner for two, etc.)
Another says “my spouse has great ins., I want the cash!”
A retired empolyee can’t make over a certin amount before it affects their social in-security check.My personal employee, wanted the $$$, he got paid 10% regular pay, with an additional 15% bonus for maintaining a 95+% customer satisfaction rate!
I wanted to keep the employee doing 95% (or higher) satisfaction rate, and he wanted the dollars. It was a win win until his wife wanted to be closer to family and he was hired to be a coach & teacher three hours away. (His football team took state last year!)So, my recommendation would be to ask the employee.
Other thoughts welcome.
Hey Gordon, You said you pay your employee 10% is that an employee that rides with you, or on his own.
To clarify, I didn’t higher an employee. I highered an “assistant manager”. He was an assistant manager over “customer relations”. 10% was base pay. Additional 15% was his customer relations pay (ie: mantaining 95% customer satisfaction). Therefore, the total focus of our business was on customer satisfation! Yes, he was one man in the van operator. On larger jobs we did together. He’s percentage was then based off of 50% of the job. (50% of the job, x25%) 10% was a major demotion. If he would have been happy with the 10%, I would know this is not the guy I wanted.
Again, from past post, he wanted the $$$, I wanted satisfied customers. Win/Win!We will start our employees based on needs and experience. I have started them at $8 for a guy who is just a ride along and really needs a lot of work. I have just hired another one at $11.00 that has experience that will be on his own in no time. After 60 days we will have a review and make adjustments as needed. What ever works for you is going to be the best way to do it. There is no way I could do a percentage pay plan with 6 employees. I would have to spend a fortune on accounting to get it right. I do know that employees will work hard for me, because they know I never ask any more of them then I would do myself. Respect goes along way with them. I have a few guys that are making $14-15 an hour and they are worth every penny. It is amazing what breakfast at the shop or lunch on me does for moral. The hardest thing I ever had to do in this business was getting off a truck and putting my trust in the staff.
I have one employee who rides in the truck with me. He has worked for me for 5 years part time. I pay him $12.00 an hour. When I need to have a day or week off he is very capable of taking over and even answering the phone if needed. I occasionally buy him lunch, give him an extra hour or 2, A Christmas bonus. Last winter we cleaned the clubhouse at a local golf course for trade. He didn’t get pay for that day, but he got a punchcard for 25 rounds of golf. He says this is the best job he has ever had, and he worked for Du Pont for 25 years at around $20.00 an hour.
Does anyone know how to find a good employee without placing an expensive ad in the local newspaper? This question should be answered by an owner who has employee’s, not a one man/women show.
Try Job Service in your area. Ours is called Job Service of Iowa. I would also not count out an employment agency. There are some threads that talk about this idea.
We have 2 employees and are looking for another. Our Job service ad is being composed today.My advice . . . hire the happy and ambitious person. You can train them to do the work.
I am sure you have a pool of friends and family who know may know people that may be looking for employment. This would be a good place to start.
For those of you who are paying your employees by the hour, do you count in travel time? Or just strictly on the job time.
Unfortunately, you have to include travel time. I do. If you paid a high commission, you may be able to do a really low hourly which would make travel time not cost you as much. Pro’s/Con’s both ways but I think you have to pay travel time in some fashion.
Some, in or out of our business pay 2 hourly wages. One working and another diving pay. My thought today was… what about paying minimum pay with a % of the total dollars of jobs completed? That way they would be rewarded (paid better) for their time working and minimum wage for driving and not have to keep up with hours in or out of the van. What’s your thoughts?
I think it is a “must” that they get paid the same per hour, travel or cleaning. The easy way to do this is figure a percentage (both happy with) of weekly gross sales. I did not care how much time was in the van or on the job, only gross sales and keeping operator/customers happy was my concern. Also for anyone who might have an extra area for sale, you might just be grooming that operator into a buyer!!!!!!!!! That’s what happened to mine, he become a satisfied Heaven’s Best owner for almost 20-years.
Of those of you who are paying your employees a commission, what’s the percentage you’re paying them?
When I first hired my emplyee (my son) I paid him minimum wage plus a percentage of the days sales. Got to be a pain in the neck figuring our what his pay would be. Now since he’s capable of going to jobs on his own, I pay him a salary. Some days he works 5 hours, some 10-11 so it all averages out.
He likes the fact the he can budget for his house etc. knowing exactly what he is making each week.
Whenever we receive tips, he gets it all. Most of the time, people like to see young people working hard and doing a great job.
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