Per crew
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Does someone have any input on this?
We provide everything they need. Company vehicle, gas, tools, workers comp, etc.
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I provide everything listed but the vehicle. Actually, I have at times. He just prefers to take his own vehicle.
If they use their own vehicle, we compensate for that apart from other pay. Sometimes we use a per mile charge, sometimes if its a familiar route then a pre set amount.
I am trying out the following percentages this year…20% of the job when the employee comes with me, and 35% plus 0.50cents per kilometer if he uses his own vehicle. He just hooks up and tows my utility trailer to the jobs which frees me up to do more quoting, or complete some of the smaller jobs I don’t need 2 guys on…or get in that round of Friday golf! lol your thoughts? Are these numbers justified? would you change anything?
I’m getting ready to implement a new system. Percentage is tricky for us because our jobs are so big that many times, each guy will only be on site for part of it. Crews change from day to day, jobs get half complete on day one, finished by different guys the next day etc. it would be a nightmare for me to keep track of who did what and how much.
So here’s what I came up with. Everybody gets their standard hourly rate no matter what (between $13 and $20/hour.). Then each guy gets a small percentage bonus based on the day’s total revenue. For the times when it’s confusing to do the math, it’s a small enough percentage that I can be somewhat arbitrary but it will still be fair to the techs.
Two man crew- each guy gets hourly + 3%
Three man crew- each guy gets hourly + 2%
Four man crew- each guy gets hourly +1.5%
Should amount to a couple dollars an hour extra every day for them.
I’m hoping this give me the best of both worlds, easier math than just straight percentage but enough incentive for the guys to step it up. We’ll see how it goes…
I would be interested in some input from others on this idea
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Why would you have one crew finish what another crew started?
Lots if reasons:
I have two part time guys who work different schedules. So maybe one guy starts the job, but the next day he’s off, so the other guy finishes.
I’m trying to train all the guys on pressure washing and roof cleaning. So if I have a roof scheduled for day two, maybe I’ll pull one them off the wc crew to work with me on the roof for training.
My less experienced guys can handle working unsupervised on the outside of some of these homes, but probably not inside. So depending in where we are in a job, I may change up the crew based on that.
So there’s three reasons, off the top of my head.
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What is the percentage if a guy works solo?
I guess 6%. Rarely ever happens though.
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The reason I asked is that I also am brainstorming new ways to pay guys.
My idea was a salary/hourly rate plus percentage but only a percentage after a certain amount.
Example: Guy works at 11 an hour but after he grosses 350 he gets 20 percent of everything exceeding that daily goal.
I’ve recently hired one guy, guy has 6 years experience and has shown himself extremely trustworthy. He is at 35% + vehicle expense. When I can walk away from a job or send him to a job and it gets done just as well as I would do, and customer feedback raves about his work that extra 5% means nothing. I want him treated well and to stay as an employee. I mentally have a future cap at 30% for any future employees.
IMHO “pay well - stay well”…
This guy is allowing me to grow and expand, I’m learning new things from him and his years of experience. I’m paying him better than any other company I know about around here, and he has window cleaner friends that when I get busier that he says would be interested, are good people and do great work…
If I am an nfl team, I’m gonna make Richard Sherman the highest paid cornerback in the league - based on his worth and fit to my team. If I find a darn good window cleaner, I am going to make him the highest paid window cleaner in my city based on his worth and fit to my team.
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[MENTION=20262]Bunkerboot83[/MENTION]
When you have a guy that valuable it’s worth spending more. Keeping overhead/expenses low is also another way to pay more through bonuses.
i wish I got a bonus from the guys on the amount of time this year I have spent on trying to figure the restructured pay before evaluations come due in June.
That might be a good system. do you think it would be simple to calculate for multiple techs every week?
I’m going for a nice balance between ease of implementation and added productivity.
I’m close to the redline on what I can manage right now, so I have to recognize my limitations and work within them. So simplicity is key for me right now.
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Well it’s def more work than just paying hourly but I don’t see it any different than paying any other of percentage. For us, I have a spread sheet where they add up their total daily gross along with there time. After that it’s pretty simple to figure what they have as a bonus
IMO, another reason to paying them a higher percentage after a certain goal is reached is that it helps serve as motivation as well as keeping guys goal oriented.
I worked for a carpet cleaner who only paid an added percentage if you hit a certain amount. His goal was to hit higher net profits by increasing amount of work done after expenses are paid each week. You had to really work your a$$ off to hit that number at the end of the week but the bonus was worth it.
Man [MENTION=20262]Bunkerboot83[/MENTION] is on fire today. If a window cleaner fits your company standards, that individual can be worth there weight in gold.
When I have had employees in the past, i have found using a base line of 30% plus incentive bonuses have worked well for all involved. I have found when people feel financial secure work performance stays at a optimal levels.
I agree with you in principle. I guess my thought on the lower percentage is that it makes it possible for me to be a little more arbitrary about calculating it. I can guesstimate without severely impacting the bottom line payout for the techs. A higher percentage would mean the need for extreme accuracy in calculations would be much higher.
This thing I’m trying is just a stepping stone anyway. I’ll see how it goes for a couple of months and then tweak it if necessary.
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Thats a good point and if you are are tight in time then it could kill you and be more frustrating.
My biggest scare is to overpay where it hurts us only to go back and essentially lower their pay. That kills moral
