Connect with us

Bonus Programs

Discussion in 'Security Alarms' started by James B, Dec 29, 2004.

Scroll to continue with content
  1. James B

    James B Guest

    Does anyone know how to set up a bonus program? I am looking for something
    that would work for Dispatchers and Techs. Has anyone here tried this and
    what kind of results did you get? What are the avantages or disadvantages?

    James
     
  2. jackcsg

    jackcsg Guest

    Don't try to bullshit around with your employee's, if they're good...pay
    them well. Their families can ill afford to live by incentives. I've heard
    these broken promises a thousand times by employers.
    I think I'm pointing out a dis-advantage.

    Jack
     
  3. Norm Mugford

    Norm Mugford Guest

    Sounds like the same work policies I have here, Jim....
    If you put in a good days work.....I pay a good days wages......
    If you want to goof off, goof off on someone else's time.

    Norm Mugford
     
  4. J. Sloud

    J. Sloud Guest

    I'm a firm believer in paying all employees, at least in part, based
    on their performance. Let's face it, people are motivated by money.
    However, research has shown they're more motivated by how they feel
    about their job, their employer, their working conditions, etc. By
    creating a working environment where employees feel like part of a
    team striving towards a common goal, you will see production
    increases. One way to do this is to provide bonuses to a group of
    employees based on a team number or you can have individual incentives
    based on performance. The first step is to identify a metric by which
    you measure your employees. You have to be able to quantify the
    results of the employees work in order to measure, evaluate, and
    reward. Determine what's important in that employee's job function.
    Then find a way to measure it and pay a percentage based on meeting
    that target. For salespeople, it's easy. They're paid a commission
    based on the dollars they generate for the company, either as sales or
    a percentage of the profit. There's no reason that other employees
    can't be paid in the same way. Just remember to keep it simple, make
    sure it's tied to the specific criteria that you want to improve, and
    make sure the employee understands what is necessary to meet the
    goals.

    Do a google search for expectancy theory, equity theory, and the job
    characteritics model for more information.

    Also google "Pike Place Fish" for a look at how employees are
    motivated by more than money.
     
  5. J. Sloud

    J. Sloud Guest

    Your mistake was that you paid based on only part of what makes a good
    installer: speed. You need to measure and pay on quality as well.

    Do you track go-backs and other quality control metrics? A bonus
    program for installers should track more than just speed. Ideally,
    you'd want something that paid on a longer term basis like a monthly
    plan that took into account productivity, estimated vs. actual
    profitability, quality control, etc.
     
  6. J. Sloud

    J. Sloud Guest

    Those are the easy ones to manage/ coach/ lead. The problem is that
    they're few and far between. Creating an atmosphere that attracts and
    retains these people is a great idea. However, good leaders coach
    through people of lesser work ethic/ talent to accomplish goals. That
    is the secret of motivation.
     
  7. petem

    petem Guest

    Hi ,
    About 8 years ago my company started a bonus program,the idea is fine...but
    be carefull on what you will make the decision that abonus is required or
    not..

    The first month it was based on the number of service call someone would
    make to receive a bonus...

    Soon it was obvious that some guys where entering and getting out of house
    so fast that it was impossible for them to do a good job..

    One other thing...some guys were doing more complicated job on cameras and
    access system and were not able to make enough call to have a bonus..(even
    if they did more difficult job)

    So they came with the idea of giving it to poeple that would come back with
    the more money collected on job site...

    So the access/cameras guys were happy(one call and they could sell more then
    a month worth of PIR/contact/panel) a guys on B/A could not compete...
    And most of the residential client in that company used to have a location
    contract that cover all the parts/labor or a service contract...so nothing
    to bill

    So some guys were forgetting about contract and charged the customer...some
    didnt argue and paid...but a lot didnt said so and all kind of trouble
    started at the office..

    As you can see,if you put a carrot in front of a mule it will try to grab
    it,wich ever way it can.....

    Becarefull on what you will base your bonus cause if there is a way to
    optain it more easily then doing its job properly...someone will do it...

    And of course some will be happy,but some will not....is it worth the
    agravation?

    Pierre
     
  8. Marc

    Marc Guest

    Do the door hangers work?
    What are on the door hangers?


    --

    Installers & Techs get their own business cards with their name on it, also
    door-hanger cards. If I sell a system as a result of them giving people
    their card/door hanger the installer/tech gets a spiff...in cash. They DON'T
    sell to the client, I do that. When they're installing a system, I require
    that they at least hit 4 or 5 surrounding homes with door hangers...no door
    bell ringing allowed.


    | Does anyone know how to set up a bonus program? I am looking for something
    | that would work for Dispatchers and Techs. Has anyone here tried this and
    | what kind of results did you get? What are the avantages or disadvantages?
    |
    | James
    |
    |
     
  9. James B

    James B Guest

    I take it most on this NG do not pay or recieve a bonus. Our company pays us
    fairly well but of course it could be better. I think if the pay was not
    good we would have a high turnover. The competition is always looking for
    people with experience. We are a smaller company and dont have a lot of the
    benefits a larger company may have. A bonus program sounded like a way to
    help us get a little extra money at the same time help build the company
    faster. "Withought straining the companys check book". I dont think we want
    to give a bonus for the guy who is doing his job, his wage should be fine
    for that. But rather the guy who does his job plus ??anything that may help
    build the company?? or something to that effect. thanks for the ideas and
    comments. If anyone has any more I would like to hear them.

    James
     
  10. For the guy that does his job "plus" compared
    If this poster had any employees this might be a policy.
     
  11. Frank Olson

    Frank Olson Guest

    As opposed to what?? Assistants??
     
  12. jackcsg

    jackcsg Guest

    I thought Jim meant working yourself to death....to a higher position of
    authority....
    ^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^^------------------------------------.......
    ;-{}
     
  13. As opposed to what?? Assistants??

    Did you send him your resume?
     
  14. Frank Olson

    Frank Olson Guest


    Heh... I wouldn't mind working in "Noo Yawk" at all. I hear the babes
    there are (in the words of "Tony the Tiger") G-R-R-E-A-T!!! ;-)
     
  15. Heh... I wouldn't mind working in "Noo Yawk"
    Do you think he can afford you?
    I've found that there are beautiful and ...er, not-so-beautiful women
    everywhere. I'm happily married to a very lovely lady so I could care less
    what the ones in NYC look like. However, if I were still single I'd still
    prefer a Brasileira. :^)
     
  16. That means street slut .......... doesn't it?

    Perhaps, but you're already married to some other guy.
     
  17. G. Morgan

    G. Morgan Guest

    Subject: Re: Bonus Programs
    Newsgroup: alt.security.alarms
    He could buy and sell your ass all day long.


    Seriously Robert, how much does a bride cost in Brazil? I'm not into bars
    anymore -- and the nice girls at church have been spoken for. I need your
    assistance. I'd like to settle down with a nice woman. How much did yours
    cost?

    Of course -- I would want to pay more -- you obviously picked from the clearance
    rack, judging by your wedding photos. And I would prefer a non-whore. So tell
    me what you paid and I'll do the math and add the 30% markup you skimped on.
     
  18. He could buy and sell your ass all day long.

    Unlike you, mine is neither for sale nor for rent. :^)
    For you, about $30,000,000.
    Finally found Mr. Right, did you?
    When was the last time you stumbled in the door?
    That's not an option.
    Jiminex will be heart broken.
     
  19. Frank Olson

    Frank Olson Guest

    ..
    - Unlike you, mine is neither for sale nor for rent. :^)

    - For you, about $30,000,000.

    - Finally found Mr. Right, did you?

    - When was the last time you stumbled in the door?

    - That's not an option.

    - Jiminex will be heart broken.



    And all of the above responses from a former "lay minister"... Tsk!!!
     
  20. Mark Leuck

    Mark Leuck Guest

    He never really did say what the "lay" stood for
     
Ask a Question
Want to reply to this thread or ask your own question?
You'll need to choose a username for the site, which only take a couple of moments (here). After that, you can post your question and our members will help you out.
Electronics Point Logo
Continue to site
Quote of the day

-