How do you help employees collect tips?
We run a cleaning company, and in our industry, tips are a regular occurrence. However, Jobber doesn't support tip collection on the mobile app or on an emailed invoice. Tips can only be collected from a credit card payment in the client hub. Consequently, our staff rarely get tips. Are any of you using other software to assist in tip collection for your employees? Any ideas on how to overcome this issue?
Commission Based Pay?
Hey guys! Wondering if anyone here has experience with paying employees commission instead of hourly. How is that working for you guys? How do you have it set up to where you’re making the profit you need and the employee is happy and motivated to work hard? At what percentage do you pay? Thanks!Onbaording Software for new hires
I am in the process of hiring for my residential cleaning business. Is there any software that is like a database for keeping track of employees? I saw a software by Pipehire. I like the platform, but when I called to inquire I was not happy with how the person answered the phone. Made me question if it was legit or not. I am new at hiring so I just wanted to make sure I doing the process correctly and having a software with checklist to keep track would be helpful.Building and Keeping a Team Engaged
Hi Everyone, I wanted to see how do you build your business? We are a mostly residential cleaning company in Calgary, Alberta, Canada. I say mostly residential because we also do some commercial cleaning but our main business is reoccuring cleaning. I have been plugging along for 15 years and it took me many tries to get the right people on the bus in my office. I find these people a blessing as I know with our size I would not be able to run it all on my own. Now we have our office admin (customer service, scheduling, social media, other tasks), supervisor (babysit the team, hiring - firing, performance management, quality assurance and feedback from clients) and part time sales rep (follow up on leads, networking). These people are solid and I wanted to ask how do you keep them engaged, invested and continously learning. What outside trainings worked for you team? What perks? Rewards? Thanks a million!
Hiring early? Benefit or hinderance?
Is it more effective to hire during the slow season, allowing ample time for thorough training while accepting the risk of reduced working hours for new team members, or is it better to focus on hiring quickly during the busy season to meet immediate demand but potentially sacrifice the depth of training? What factors, such as employee retention, operational efficiency, and service quality, should be prioritized in making this decision?
