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!
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?
Time Clock / Employee Time Tracking
Hey all! We have approximately 20-25 W2 employees who clock in and out using the ADP app. Processing payroll has recently been a hassle due to time discrepancies. Adjusting time cards for each employee is not only time-consuming but can be very costly if things are missed over time. What have you found to help with maintaining accurate time cards for employees? Please paste the link to any hardware you use. I'd love to see what systems you all use for employees to clock in physically instead of over the cell phone.
System to handle subcontractors payments
Hi I’m trying to implement a solution to paying our subcontractors as efficiently as possible. We send out their contracts for signatures and get them on the schedule. We pay each of them 3 draws. The first is on the day they start the second is the day everything is installed (when all the tile have been installed or all the drywall is up and mudded) and the final payment is when it’s completed and inspected for approval. I’m manually uploading the signed contracts, pictures and payment expenses into jobber which takes a lot of time that could be utilized in other areas of growing our company. Currently they are sending pictures through texts and asking for payments which has become a nightmare to keep up with. Im looking for a solution to streamline the process for the subs and for us while being user friendly and easy to navigate for someone that may not be familiar with tech. Does anyone have any ideas? as an add on I would love to incorporate a bonus structure for incentive to complete jobs accurately and in a timely manner
Partial PTO Tracking?
We're looking at offering partial PTO to our hourly employees, i.e. 0.02 hours of PTO accrued per hour worked and an employee whose regular rate is $20/hour could use accrued PTO hours that would pay at 50% their regular rate, or $10/hour during PTO. I don't believe this is possible to track in Jobber. Is anyone else doing something like this? If so, how are you tracking PTO and is it integrated with Jobber timesheets?
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.Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?How did you know it was time to hire your first salesperson?
When did you realize you needed your first sales hire? And if you’ve already hired a rep, what’s one thing you’d do differently next time? 🎙️In this episode of Masters of Home Service, Doni Jones and Rich Camacho dig into: When it’s actually time to hire your first salesperson How to spot the right (and wrong) salesperson during interviews Onboarding plans, sales KPIs, and pay structures to motivate reps Never miss an episode of Masters of Home Service. Subscribe on Apple, Spotify, or wherever you get your podcasts.
How do you pay your staff?
Residential Cleaning Company Here How do you pay your staff? Are they empoloyees or subcontractors? If they are employees do you pay hourly or per job? What is included in their pay? Travel time, admin time, lunch time? Curious to see how do you manage? Do you provide a company car or do they use their own? Do you pay mileage or gas allowance? What benefits do you provide? Thanks!!!
