Pay for performance in Lawn Care and Landscaping - has anyone been successful?
I know this has been talked about many times, but I'm thinking about re-visiting this option. How have you structured your pay for performance when you have crews that do totally different things? For example- we have some crews that just do lawn maintenance (bi-weekly grass cutting, weed eating, etc), and other crews that do 'projects' (french drains, hardscapes, etc). And some guys that float between the different crews. My brain cannot conceive metrics that would be equitable for both groups. Would we have a different set of metrics for each type of crew? A different set for the grass cutting crew vs the projects crew? What are some examples of metrics that you have successfully used? How did you measure or track them? I think I'm just 'stuck' on how to even get started. I've looked at so many conversations on this that my brain is in overload. Can someone give me a hand here? Can I just see your metrics? Help. Please.How should cleaning businesses pay and structure their first part-time employee?
Hi, I am moving into the phase where I would like to hire anvemployee. I want to start with one person part-time. I am confused on what is right or wrong with my plans. I would like to explain how I want to handle hiring. Then I want to ask for input from this community where I need to make changes or keep my plan: I am looking to hire one part time employee. They will need to drive their own vehicle at some point once they are out of training and on their own. Until then they will be riding with me. When they are in house cleaning they will get there hourly rate and I will set that based on performace and skills. When they are traveling between homes they will be paid at an hourly rate at the minimum wage rate. They will not get mileage reinbursement because they are riding with me and I will be driving. Is this okay or how are others are doing it? Any input or suggesting are greatly appreciated! Thanks!Residential cleaning businesses specifically in North Carolina. Advice on how to pay W2 employees.
Hi, Residentail cleaning business here. Looking to hire my first part-time W2 employee. I have asked this before, but I would like advice from people who are in my state, so the advice can match NC laws, ideas, and cost of living. I want to get some advice from other cleaning business owners who have specifically hired W2 employees in North Carolina. This Jobber community is so large but each state is different when it comes to compensation for their employees. I am interested in knowing the following: *Pay Rate per hour(range) *Travel Time Rate per hour(range) I think I will just do the IRS mileage Rate, unless someone in NC has another idea that is cost efficient over mileage pay. For the employee driving there own personal vehicle for work. When I hire the part-time employee they will need to drive their own personal vehicle after training. Thank you!Traning process
Hello, looking for advice on a training process for residential cleaning. Struggling to come up with a plan to help cleaners become successful. As of right now I been hands on training in person. As im growing and hiring team leaders i need a better training process as i can't always be there to train.Painting Company here: Employees or Subs?
My Texas painting company has been operating with employees since we started. We offer benefits, WC, of course pay taxes, etc. Employees are expensive. Strangely enough, I have also found employees often are harder to keep motivated without constant oversite - they get the work done, but often not as fast as subcontractors, so that cuts into profits as well. I understand that a lot of franchises, like That 1 Painter, and CertaPro, have managers who are employees, but their laborers are 1099 subcontractors they basically treat like employees. The subs wear the company shirts, and work to the company's standards and the managers pop in here and there to check on them. This way the company avoids paying taxes, benefits, etc., and if they are low on work, they have no obligation to keep paying their laborers. This all sounds really nice. With how expensive my labor force and overhead are, I find it hard to be competitive against other companies with a subcontractor business model and still remain profitable. Any other painting companies or similar businesses - what do you guys do?
