I am very curious to hear from anyone who has a ‘profit-sharing’ or bonus program for their techs.
I’d like to present my rough idea and hear from Chris, who did not detail this aspect in his excellent marketing blueprint book, but it seemed like he did pay his techs more than just an hourly wage.
@Chris Did you have a bonus system for your techs? If so, can you summarize it? Would you do it differently if you were to do it again?
My Rough Bonus Program Idea
Reduce by 40% of the invoice (for overhead)
Reduce by $25 trip charge
($575) assuming it was one job
Reduce by wages (including to and from job)
($375) assuming $200
Equals Profit Pool ($375)
If the job is done by only the lead tech, then 30% of the remainder (or, “Profit Pool”) would go into the lead’s “Bonus Pool”.
"Lead Bonus Pool" ($112.50)
If the job is done with another technician, then the lead gets 20% and the assistant tech gets 10%.
"Lead’s Bonus Pool" ($75)
"Assistant’s Bonus Pool" ($37.50)
Techs receive half of their accumulated “Bonus Pool” 30-45 days later (assuming the job is successfully completed and the customer paid)
Tech receives the other half of their last year’s accumulated “Bonus Pool” in January and February (during the slow season) assuming they showed up and didn’t quit.
This would help keep employees through the busy month of December.
Thanks, in advance, for the help!