Forum Discussion
Hiring the Right People!
Finding and Keeping Skilled Workers in the Trades Finding good help is tough, especially in the trades. What’s your approach to hiring people who not only have the skills, but also fit well with you...
Retention Through Increased Earning Incentives
Regarding retention, we have historically relied on our culture and benefits to keep people who could earn more with corporate service providers but as we're growing our team, we're finding more and more that when we get high ability youngsters (up to 35) that they're hunger for earning more outstrips what we can make through them.
In the past we have had times where we increased salaries to attract more talent to allow us to scale, but where we are now, we want to find a way to provide techs of all experience levels the opportunity to earn more but we want them to give us more in return, essentially. I get the feeling that they appreciate the pay to start with, work hard to get to the next band and then dramatically drop in performance - leading us to go through the process of weekly or monthly performance management which is a pain for all involved and then I feel like I'm paying more for nothing. Ideally I would like to reduce return trips, to try sell customers on other services and products, and encourage them to make an effort to increase reviews so we perform better on Google results.
Does anyone here have experience with these kinds of payment incentives and how you implement and track them? Even if you have a good book or course that you could recommend, I'd really appreciate it.
I would say that you are on the right track with culture. That is the most used word when you hear why people stick with our company is because of culture. Incentives are great but should be used for things like Google review contest or other areas you feel could use improvements. I just heard one of our leadership people say what about core values. Lets say if one team member saw or heard them exemplify one of our core values in the field they can put there name in a box and at your monthly or quarterly meetings you can talk about them. Those writing the review should NOT share their names. These rewards are won by given them the recognition. They love this stuff. Also you can create a Google Form survey to see what they want. I hope I was some help or maybe at least trigger your brain to think of something.
