Maybe bouses as a percentage of base base pay? That way the guys who have been there longer or are better workers and have received raises for time or performance get a little more. It also incentivizes people to be better performers if they get a little more pay raise and realize that equates to a better bonus if and when they happen.
On Mon, Jan 29, 2024 at 4:07 PM Sterling Jacobson <sterl...@avative.com> wrote: > Just feel at this point. > > We pay our installers (internet roof top, fttp etc) around $24 an hour. > Labor it's too hard, merit based incremental pay raises about 3-4 percent a > year after they have been at this level. > Managers around $60k to $90k a year with full benefits, again 3 percent > raises on the year, very conservative bonuses maybe hundreds to about $1k. > > The employees seem to just like the good pay and moderate acknowledgements > of work done well. > Probably a bit overpaid, but it's a small team and we don't want to have > to re-hire or re-train staff. > > ------------------------------ > *From:* AF <af-boun...@af.afmug.com> on behalf of Chuck McCown via AF < > af@af.afmug.com> > *Sent:* Sunday, January 28, 2024 11:16 AM > *To:* af@af.afmug.com <af@af.afmug.com> > *Cc:* ch...@go-mtc.com <ch...@go-mtc.com> > *Subject:* [AFMUG] compensation for employees > > My latest pivot a couple of years ago to microtrenching blades, adding > grout machines, then microtrenching saw attachments and now to a > specialized type of vacuum excavator has gone extremely well. Almost no > software involved. Just a little in a motion control PCB in the grout > machine to control the hydrostatic transmission. This is by far my most > profitable season I have ever had in 50 years of running some kind of > hustle. And those years of the stinger and other related antennas and > hardware were not bad at all. I am a bit more confident that these new > “durable products” have more legs than the antennas that were radio > specific. > > But having been through wax and wane of business, economy and product > cycles for many decades, I am always reticent to ratchet up pay. I do give > bonuses. I will always live in fear of not meeting payroll. Only happened > once about 30 years ago, but that is a bad deal. And actually nobody was > unpaid but I had to layoff everyone. But I digress. > > What would y’all suggest as a way to reward employees when things are > going well? I give COLA plus modest merit increases every 6 months. I > could give substantial merit increases but that plays into my phobia of > things getting tight again. Maybe that is totally unfounded. I know when > things started going well for Henry Ford he doubled pay and things got even > better for him. > > I would like to do bonuses based on my bottom line income (I think), but > how to distribute that evenly? Should everyone get the same amount? And > how to relate that the size of the bonus is tied directly to how well the > company is doing? Or should I just give really nice raises this go > around? Or both? I guess if things slow down we can always trim staff or > let attrition do it for us. I think you all can understand the reluctance > to give raises as it is a one way street. You really cannot cut pay. > > I want employees to prosper and do better personally. I wonder if my > fears are justified. I know some of you have worked for large companies at > certain points in your life, how did they accomplish this. I know some of > you have really prospered with your WISP/ISP, curious how you approached > the whole sharing the wealth thing. > > > Chuck McCown > McCown Technology Corporation > 8401 N Commerce Dr > Lake Point, Utah 84074 > 801-250-9503 > 435-830-4306 cell > www.mccowntech.com > www.microtrench-blades.com > www.terabitnetworks.com > -- > AF mailing list > AF@af.afmug.com > http://af.afmug.com/mailman/listinfo/af_af.afmug.com >
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