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Not a big issue for us. Work comp did go up a bit.
There are some really good and interesting comments on this board. I thought that I would add my 2-cents worth.
We have just reached the point where we (the owners) are going to be able to almost entirely concentrate on “working ON our business, not IN our business.”
We have just finished training our third full-time employee. We also have one part-time guy who does night and weekend work.
One of our guys has been with us for more than 2 years, the other for just over 1. Last year each guy made over $50,000 gross pay, with benefits (health insurance). Our pay structure is mostly commission – it rewards the guys for excellent service and high productivity. All of our vans are run with one person.
As to some other questions, adding employee(s) does not increase auto or liability insurance. Workmans comp is based on the $$$ that you pay employees, so there is a direct relationship between employees and that cost.
One of the keys for us is training – we spend several weeks before the new person is really in front of customers, and then we really wean him along before we try to push hard on being fast. It is always easier (and more effective) to train someone to do the job right, and then to work on speed, than the other way around.
I hope that this helps.
As I have been noting, Finding the balance between letting out the leash too fast and not fast enough is the tricky part. But I think a few weeks should be enough. If the guy is not getting it after 3 weeks, he probably isn’t going to after 6 or 8 or 52.
As far as being fast, I preach “Be Efficient” not “Fast”. There are so many ways to shave time from each job with out actually rushing the cleaning and compromising the quality. Just be efficient.
I also preach “value” not “price” but that is another sermon for another time.
So Barry, Your guy making $50k did how many dollars for you?
Just today, I shared my hope and desire with a business-owner/customer, to expand beyond my son and me…he said that it would be much smarter to stay small and build a strong business….he suggested that at 4% unemployment, just what kind of employee could I find around here?
Food for my thinker I guess. I highly admire Barry and Jim for their business growth. I hope to emulate their model in the future.
Thanks for the illustrations Barry and Jim..
Dave
I just sold my business . . . I want to work for Barry!
Careful what you wish for Ferris……………..
@bferris wrote:
I just sold my business . . . I want to work for Barry!
What? You mean you didn’t make $50k last year??
I was kidding Ron, I did $50,000 last month.
I know….wait…what….$50k last month? Is that revenue from just carpet cleaning or from you being a state owner as well?
Ron, Ron, Ron . . . relax, kidding again.
gottcha
This is how we started week 5. I am continuing to trian the “new guy”. He has been left alone on a couple of jobs to sink or swim and is treading water. But in a couple of hours on his own, on a couple of different days he improves much quicker than when I’m standing over him. Today we worked at a big hotel working in different areas. I was able to check in on him, check his quality and offer a few pointers. He is starting to move the buffer smoothly and much quicker. We actually made good time today!
Dennis,
This is all like one big replay of my experience a year ago. Same stuff, same issues, quite stressful. I have found even now, that my employee will get through with as much work as I give him. If I give him a light load, it takes him just as long to do it as if I gave him a heavy load. If he works with me, he automatically becomes indecisive and slow! So, guess what . . . he’s on his own as much as possible., and we load him up good. He always knows I’m evaluating him on quality and time. He’s turned out to be a good employee for the most part.
I talk to Brian Sutton often. He’s in the very same scenario as you. Hopefully it continues to improve. Good luck.
Sutton is slow and inefficient too?????
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