Comp / Pay
Printed From: Carpet Cleaning Forum
Category: Carpet Cleaners Discussion
Forum Name: Truck Mount Carpet Steam Cleaning Machines & Equipment
Forum Description: Discuss anything relating to truckmounts
URL: https://www.kleenkuip.com/forum/forum_posts.asp?TID=6591
Printed Date: 25/October/2025 at 1:06pm
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Topic: Comp / Pay
Posted By: Makin Money
Subject: Comp / Pay
Date Posted: 31/May/2010 at 11:05pm
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What is the best way to pay a helper? Hourly, Hourly plus commission, or straight commission? I am thinking decent hourly pay plus a certain percentage of any add-ons we can both sell. Meaning...he has a vested interest in helping promote the protectant, etc. I have included the deodorizer, pre treatments (regular wear, not urine,or massive spotting beyond basic) into my price. So the only real add-on is the Protectant. Please give me actual fair market dollar amount or percentages. I could not find anywhere where this was discussed in the forum Thanks.....Kevin
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Replies:
Posted By: Soil Lint Green
Date Posted: 01/June/2010 at 8:31pm
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Minimum wage guarantee plus excess commission plus spiffs. Don't make the base good or they will become complacent and not go for the carrot. Let's say min wage is $8 where you live although it is $7.50 I believe Let's presume 40 hour work week Only lead can get commissions so only lead is required to sell. Excellent rating by customer is spiff split between both lead and helper. If lead makes $350 in commission-able sales: 350 - 320 is $30 excess commission if 350 qualifies 10% Commission on vacuums, protect, groomer, spotter, spots, stains, carpet repair. Commissions are paid by the 10th of the following month. helper and worker split $10 per excellent rating. Spiffs are cash paid immediately and forget taxing those or tracking them. So they are on an achievable incentive to do a great job, up-sell and work as a team. Make a certain percentage mandatory for customer ratings. Set goals, make the commission percentage jump by 5% as each plateau is reached for the entire month. Example: No commission if below $500/week average 10% if 501-1000 average 15% if 1001-1500 20% if 1501/week average or more. Give everyone 90 days to hit at least $500/week in a 40 shift. Hopefully you are starting with new-to-you people. This 90 days is the probationary period. Fire them if they can't hit it or are not trying to hit it. You either hire a sales manager or you become one. The failure of almost every employee can be traced back to the failure of a manager to properly lead. ------------- It's ORY GUN, not OR A GONE. Learn to talk. |
Posted By: Makin Money
Date Posted: 01/June/2010 at 10:27pm
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Agree....we must manage our employees. Train, Direct, Lead, Give them the neccessary tools, then hold them accountable. As I tell my teams...you have two personnal choices.....to do or not to do. Choosing not to do is not an option for my company! We currently run a 90% percent addon rate. Meaning...we sell protection to at least 90% percent of our customers! Features and benefits. Its absolutely great! A new add-on I do is when I clean mattress's- I offer the customer a fitted mattress protector from an outside vendor. Not bought from a local store. I explain it helps protect against stains seeping into the mattress, protects against dust mites, etc. Sell a queen for 59.99, king for 69.99....sometimes sell them two or three! It works....great add-on. The protectors cost me $10.00 a piece! They are very nice fitted protected sheets. Machine washable, etc.
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Posted By: Makin Money
Date Posted: 01/June/2010 at 10:30pm
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Soil Lint Clean...great post on the pricing. Nice structure, etc. I can really work with that. |
Posted By: John L
Date Posted: 01/June/2010 at 10:59pm
 OR K.I.S.S. @ $10-15hr..........
 Less pc work or paper work..  |
Posted By: Makin Money
Date Posted: 01/June/2010 at 11:48pm
| 10-15...they better be hustling the add-ons....I'll go broke! |