[jay moley]

Set day rate?

Day rate + bonuses based on work they do?

Percentage of daily turnover?

Something else?

[Smudger]

hourly - I'm not sure you can set them a "day rate" this is more for self employed - otherwise you are in danger of dropping below Min wage

Darran

[jay moley]

hourly - I'm not sure you can set them a "day rate" this is more for self employed - otherwise you are in danger of dropping below Min wage

Darran

Do you offer any bonus's mate based on daily or monthly/quarterly performance?

[Smudger]

yes I do -

I used to offer a quarterly bonus of between £300 and £500 - but found that was not as motivating as I would have hoped

so now I do a daily bonus - basically they need to hit an hourly rate for the day to get a % bonus ( no snags ) for first cleans I don't set a time just a no snag policy - then for other works I issue a job sheet that lists equipment needed - time to do the job - and description of works - so for example - external Conny roof clean - and full window clean = single operator 1.5 Hrs. - if they do it quicker than this time and don't get snagged then they earn a % of that job price

last month my top man earnt over £550 in bonuses for the month of April ( and still has some large jobs on rollover )

Darran

[britishwill]

I think it is best to employee them full time, holiday and pension etc. Dont mention bonus just pay them a decent amount. Every now and again I treat them. I do it so it is not expected but when they do you can tell they appreciate it. I have paid bonus before but it gets complicated and can lead to confusion. I now prefer a decent wage for my guys and at the end of the year if the company has done well give them something extra

[Smudger]

I agree on principal that bonus shouldn't be needed however when I rolled bonus into the hourly rate the ongoing problem was a marked increase in customer complaints about missed windows, gates left open and equipment and paperwork problems ( not huge but stuff that wasn't there before )

with the return of the bonus all that has stopped - not a single customer complaint in 3 months - vans cleaned - no equipment lost - the whole things runs smoothly

Just remember - there is not a one size fits all - not everyone is motivated  buy £££ - for some its shorter hours and more time at home

Darran

[jay moley]

I agree on principal that bonus shouldn't be needed however when I rolled bonus into the hourly rate the ongoing problem was a marked increase in customer complaints about missed windows, gates left open and equipment and paperwork problems ( not huge but stuff that wasn't there before )

with the return of the bonus all that has stopped - not a single customer complaint in 3 months - vans cleaned - no equipment lost - the whole things runs smoothly

Just remember - there is not a one size fits all - not everyone is motivated  buy £££ - for some its shorter hours and more time at home

Darran

Im a bit confused. Can you explain how you did it before that caused problems and what you do now that works well?

I don't really understand how you are paying them.

Thanks

[Smudger]

employees are on either 30 or 35 hour a week contract - PAYE

our initial bonus was paid quarterly ( once every 3 months ) based on achieving an average rate per hour, lateness, snags and other things - this worked well most of the time but over a 3 month period some guys lost a bit of focus

We then decided as everything was pretty much where it should be added the max bonus (somewhere between £1200 to £2000 a year -into the hourly pay rate - this was fine for long standing employees but new ones seemed to be sloppy and not as focused.

The new scheme is paid at the end of each month - to qualify they need to hit an hourly rate for that day and get no snags - if this is achieved they get a % of that days turnover

Darran