[Marc Whitbread]

Anyone have any experience of which works best I have a guy on hourly at the moment but feel that hourly pay isnt much of an incentive to get the jobs done as speedily as possible on the other hand I want good results still and not a mad rush! any ideas?

[supernova77]

How about a basic daily rate, plus a daily quality bonus, plus a weekly attendance bonus?

 

[Marc Whitbread]

sounds like a lot of bonuses!! 

[TomCrowther]

Part time hourly. Full time salary. Some guys will need an incentive, others work well on a basic.

[Smudger]

hi - we pay hourly  (we know what we expect them to do each day - so the day is always full, if it is ever less then they know what time we expect them to be finish) On top of the hourly rate we run a bonus system which is paid quarterly - made of 3 elements - no more than X amount of genuine complaints in the quarter = 1/3 no sickness/lates = the next third - get both parts a final third is paid - we find this keeps quality up and attendance and timekeeping all in line, works great for us as employers and the employees like it too

[Marc Whitbread]

hi - we pay hourly  (we know what we expect them to do each day - so the day is always full, if it is ever less then they know what time we expect them to be finish) On top of the hourly rate we run a bonus system which is paid quarterly - made of 3 elements - no more than X amount of genuine complaints in the quarter = 1/3 no sickness/lates = the next third - get both parts a final third is paid - we find this keeps quality up and attendance and timekeeping all in line, works great for us as employers and the employees like it too

Thank you for the info so when you say you what you expect do you work out what you feel is a reasonable time for each job and then limit them to those hours for example today I sent my guy out I know even going at a steady pace he should have been done in 8 hours but he took 9 and with my help on the last 2 jobs would you then only pay 8?

[Smudger]

hi there, we pay from start to finish - you just need to provide the right amount of work, obviuoulsy in the early days whilst they are learning and will be a lot slower they will not earn you what you want per hour, our bonus (and overtime rates only trigger in once they have passed probation, (this is the most testing time as they will be costing you money, they will slow you and/or a team mate down significantly BUT once this period is over if not rushed you will have a well trained staff member), which means they are at the required speed/rate as wanted by us. You can soon tell if you have someone taking advantage, but if your recruitment process is good and your incentives right this should be minimal and easy to fix or sort out.

[Marc Whitbread]

hi there, we pay from start to finish - you just need to provide the right amount of work, obviuoulsy in the early days whilst they are learning and will be a lot slower they will not earn you what you want per hour, our bonus (and overtime rates only trigger in once they have passed probation, (this is the most testing time as they will be costing you money, they will slow you and/or a team mate down significantly BUT once this period is over if not rushed you will have a well trained staff member), which means they are at the required speed/rate as wanted by us. You can soon tell if you have someone taking advantage, but if your recruitment process is good and your incentives right this should be minimal and easy to fix or sort out.

It's past the early days been with me 6 months now but this is the first time hes been going out on his own contunuosly as just got a second van I think he just wants to make sure he does a thorough job but I'ts clearly slowing down past normal hes averaging £22/23ph on work that should easily be averaving 28-30 as its nice compact and fairly well priced jobs I am just not sure if I'm being to fussy at the moment and should let it settle in first...I also dont know how to tell somone diplomatically speed up and earn more without it probably effecting results.

[Smudger]

Hi Marc,

Be honest with your guy about expectations - you will probably find that it may be taking hi a while to get used to the round - so it may be his driving/parking thats costing him the time, rather than his glass work? Before he went out on his own was he meeting you on the clean at the point you would have expected him to to hit the rate you want? How long has he been on his own for? If its only a month then review performance and then chat with him about what needs to improve over the next four weeks, we are very open with our guys here about hourly rate expectations if the day runs well, they also know if there are problems that effect the rate we do not mind (as long as the problems are unexpected etc) It is a frustrating time cos that small loss each hour can really eat you up if you let it, try and stand back evaluate until you can see where the time loss is happening, it may just simply be familiarity with the rounds (which will come with time) or it may be a training issue, maybe have another day out with him sometime in the next week (or half a day) and see if you spot anything that you can help fix.

We have a very open policy here about expectations etc and as such everyone works to the same hymn sheets and it works well for us most of the time

[Caleb Morley]

How about a basic daily rate, plus a daily quality bonus, plus a weekly attendance bonus?

 

How do you judge the quality bonus?