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Celebrating the Holidays with Employees?


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here is our total package for the year

 

5 paid sick days

3 paid personal days

paid holidays... new years day/easter/labor day/july 4th/memorial day/thanksgiving/xmas eve(close at noon) xmas day

5 vacation days every 6 months (they do not accrue- use em or loose em)

a cash Thank you bonus every 3 months or so (usually 150-200$)

company picnic in the summer / weekend camping trip (friday- sunday)

we give ham/turkey depending on the holiday

we buy the shop lunch at least 1-2 times per week - and NO ONE is permitted to do the work while you eat lunch thing.

christmas party - NONE

why? the subject never came up- throughout the year we set aside .50cents for each employee for each hour they turn during the year and give them an envelope full of cash 2 weeks before xmas so they can have it for xmas shopping or whatever they desire. thats the holiday bonus. but as far as a party we dont do one- and we have never had one complaint or even an inquiry.

 

and i pay minimum wage- with a per hour bonus attached depending on the amount of hours you turn for the week.

 

my guys work mon-fri 8-5 - saturdays are optional- we are not open but if you want some hours and the work is there i will let you in till NOON.

 

 

 

 

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Sounds like a great place to work. You aren't looking to hire are you?

 

We gave our guys who have been with us the whole year a $900 cash bonus last Wednesday so they could take advantage of the Black Friday sales if they so desired. We will also give everyone Christmas Eve and Christmas Day off with pay. Everyone will work a full four day week. Friday will serve as everyone's day off and Saturday will be the holiday. We find having a full work force for four days is more productive than having a slimmed down workforce (one man off each day) for 4 and 1/2 days.

 

actually i was going to send a guy down to joes shop to recruit his employees...ha ha j/k :P

 

actually, i am a firm believer in happy employees make happy customers - these guys give me 110% while they are working and they deserve some downtime. it is proven that smaller more frequent rewards produce happier employees because they know it wont be long until another reward is coming- it also reduces turnover because they know it wont be like this elsewhere - and yes - happy employees do make happy customers. they are not uptight thinking they work for a profit hungry slave driver. and their happiness rolls right down to how they interact with the customers.

Edited by gravysuckinpig
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  • Have you checked out Joe's Latest Blog?

         3 comments
      Got your attention? Good. The truth is, there is no such thing as the perfect technician pay plan. There are countless ways to create any pay plan. I’ve heard all the claims and opinions, and to be honest, it’s getting a little frustrating. Claims that an hourly paid pay plan cannot motivate. That flat rate is the only way to truly get the most production from your technicians. And then there’s the hybrid performance-based pay plan that many claim is the best.
      At a recent industry event, a shop owner from the Midwest boasted about his flat-rate techs and insisted that this pay plan should be adopted by all shops across the country. When I informed him that in states like New York, you cannot pay flat-rate, he was shocked. “Then how do you motivate your techs” he asked me.
      I remember the day in 1986 when I hired the best technician who ever worked for me in my 41 years as an automotive shop owner. We’ll call him Hal. When Hal reviewed my pay plan for him, and the incentive bonus document, he stared at it for a minute, looked up, and said, “Joe, this looks good, but here’s what I want.” He then wrote on top of the document the weekly salary he wanted. It was a BIG number. He went on to say, “Joe, I need to take home a certain amount of money. I have a home, a wife, two kids, and my Harly Davidson. I will work hard and produce for you. I don’t need an incentive bonus to do my work.” And he did, for the next 30 years, until the day he retired.
      Everyone is entitled to their opinion. So, here’s mine. Money is a motivator, but not the only motivator, and not the best motivator either. We have all heard this scenario, “She quit ABC Auto Center, to get a job at XYZ Auto Repair, and she’s making less money now at XYZ!” We all know that people don’t leave companies, they leave the people they work for or work with.
      With all this said, I do believe that an incentive-based pay plan can work. However, I also believe that a technician must be paid a very good base wage that is commensurate with their ability, experience, and certifications. I also believe that in addition to money, there needs to be a great benefits package. But the icing on the cake in any pay plan is the culture, mission, and vision of the company, which takes strong leadership. And let’s not forget that motivation also comes from praise, recognition, respect, and when technicians know that their work matters.
      Rather than looking for that elusive perfect pay plan, sit down with your technician. Find out what motivates them. What their goals are. Why do they get out of bed in the morning? When you tie their goals with your goals, you will have one powerful pay plan.
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