Re: [AFMUG] compensation for employees

[Sterling Jacobson]

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  on behalf of Chuck McCown via AF 

Sent: Sunday, January 28, 2024 11:16 AM
To: af@af.afmug.com 
Cc: 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
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Re: [AFMUG] [ External ] Re: New Cambium HQ

[Nate Burke]

https://bell.works/chicagoland/explore  I wonder if the Lab space is 
still there from Ameritech, or if it was gutted.  I remember Cambium 
saying on one tour of the old USR Building that they used a bunch of the 
Lab space that was already built.


On 1/29/2024 2:42 PM, Ken Hohhof wrote:


Probably just my weird first impression when I visited the building.  
It’s got an open interior with walkways across the 2nd floor.  My 
other impression was it was like a shopping mall.  Or a scene from 
Star Wars.  But it’s a relatively new building and did house R types 
so it should be a good home for Cambium.  Better than the stupid Bell 
Labs building in Naperville with all the glass that they just demolished.


Is Cambium still in the 3800 Golf Rd. building?  I worked for about a 
year for 3Com (formerly US Robotics) in Mt. Prospect but I 
occasionally went to the Rolling Meadows building for meetings.  
Strange building, I think it was a former AT building (old AT) 
that went through a major facelift at some point.  Sounds like it’s 
going to be demolished and redeveloped into warehouses or a data center?


*From:* AF  *On Behalf Of *Chuck McCown via AF
*Sent:* Monday, January 29, 2024 1:59 PM
*To:* AnimalFarm Microwave Users Group 
*Cc:* ch...@go-mtc.com
*Subject:* Re: [AFMUG] [ External ] Re: New Cambium HQ

Really nice prison...  Is it the place Ken is thinking of?

Always good to have engineering and admin in the same place.

*From:*Ray Savich via AF

*Sent:*Monday, January 29, 2024 1:45 PM

*To:*AnimalFarm Microwave Users Group

*Cc:*Ray Savich

*Subject:*Re: [AFMUG] [ External ] Re: New Cambium HQ

The move is in progress. We will for sure have videos and we will 
welcome a visit any time.


Ray

*From:*AF  *On Behalf Of *Ken Hohhof
*Sent:* Monday, January 29, 2024 1:41 PM
*To:* 'AnimalFarm Microwave Users Group' 
*Subject:* [ External ] Re: [AFMUG] New Cambium HQ

I was drawing a blank on AT HQ in Hoffman Estates and “Bell Works” 
until I realized that’s the former “Ameritech Center” building.  In 
other words, new AT, not old AT  I think I’ve been in the 
building once or twice, probably in the late 1990’s when I worked at 
Westell and the building was new.  I was on the DSL standards 
subcommittee and Tom Starr of Ameritech was the chairperson, so likely 
I was meeting with him.  I remember it as the somewhat weird building 
with the catwalks.  Kind of like a really nice prison.


*From:*AF  *On Behalf Of *Nate Burke
*Sent:* Monday, January 29, 2024 1:20 PM
*To:* AnimalFarm Microwave Users Group 
*Subject:* [AFMUG] New Cambium HQ

I saw an article in the local paper this morning that Cambium is 
moving their HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  
It mentioned that this will allow them to have both Corporate and 
Engineering at the same site. Hope we get some tours of their new 
space once it's up and running.


Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/ 
(Possibly Paywalled)


"wireless infrastructure provider Cambium Networks moving its U.S. 
headquarters from Rolling Meadows to Bell Works. The Motorola 
spinoff’s 35,000 square feet currently under renovation was not only 
the largest new lease of 2023 at Bell Works but takes advantage of a 
novel opportunity to have its corporate offices and engineering labs 
on the same property.


“Here we’ve married the two,” Zucker said. “They’ve brought both of 
their uses together. The village modified the zoning here to 
accommodate that.”


The company’s research and development will be conducted in newly 
equipped space on the first floor, with its offices and conference 
rooms on the fourth.


Cambium Networks Senior Engineer Evan Boyack said there are few 
facilities that could offer the combination of space. The 
international company has a desire to stay in Chicago’s Northwest 
suburbs because it remains the base of the talent pool Motorola 
attracted there.


Amenities such as the Fairgrounds World’s Fair restaurant and bar were 
another attraction of Bell Works, he added.


“Having these amenities helps bring our engineers back to the office,” 
Boyack said."




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Re: [AFMUG] [ External ] Re: New Cambium HQ

[Ken Hohhof]

Probably just my weird first impression when I visited the building.  It’s got 
an open interior with walkways across the 2nd floor.  My other impression was 
it was like a shopping mall.  Or a scene from Star Wars.  But it’s a relatively 
new building and did house R types so it should be a good home for Cambium.  
Better than the stupid Bell Labs building in Naperville with all the glass that 
they just demolished.

 

Is Cambium still in the 3800 Golf Rd. building?  I worked for about a year for 
3Com (formerly US Robotics) in Mt. Prospect but I occasionally went to the 
Rolling Meadows building for meetings.  Strange building, I think it was a 
former AT building (old AT) that went through a major facelift at some 
point.  Sounds like it’s going to be demolished and redeveloped into warehouses 
or a data center?

 

From: AF  On Behalf Of Chuck McCown via AF
Sent: Monday, January 29, 2024 1:59 PM
To: AnimalFarm Microwave Users Group 
Cc: ch...@go-mtc.com
Subject: Re: [AFMUG] [ External ] Re: New Cambium HQ

 

Really nice prison...  Is it the place Ken is thinking of?

 

Always good to have engineering and admin in the same place.  

 

From: Ray Savich via AF 

Sent: Monday, January 29, 2024 1:45 PM

To: AnimalFarm Microwave Users Group 

Cc: Ray Savich 

Subject: Re: [AFMUG] [ External ] Re: New Cambium HQ

 

The move is in progress. We will for sure have videos and we will welcome a 
visit any time.

 

Ray

 

From: AF mailto:af-boun...@af.afmug.com> > On Behalf 
Of Ken Hohhof
Sent: Monday, January 29, 2024 1:41 PM
To: 'AnimalFarm Microwave Users Group' mailto:af@af.afmug.com> >
Subject: [ External ] Re: [AFMUG] New Cambium HQ

 

I was drawing a blank on AT HQ in Hoffman Estates and “Bell Works” until I 
realized that’s the former “Ameritech Center” building.  In other words, new 
AT, not old AT  I think I’ve been in the building once or twice, probably 
in the late 1990’s when I worked at Westell and the building was new.  I was on 
the DSL standards subcommittee and Tom Starr of Ameritech was the chairperson, 
so likely I was meeting with him.  I remember it as the somewhat weird building 
with the catwalks.  Kind of like a really nice prison.

 

From: AF mailto:af-boun...@af.afmug.com> > On Behalf 
Of Nate Burke
Sent: Monday, January 29, 2024 1:20 PM
To: AnimalFarm Microwave Users Group mailto:af@af.afmug.com> >
Subject: [AFMUG] New Cambium HQ

 

I saw an article in the local paper this morning that Cambium is moving their 
HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  It mentioned that 
this will allow them to have both Corporate and Engineering at the same site. 
Hope we get some tours of their new space once it's up and running.  

Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/
 (Possibly Paywalled)

 

"wireless infrastructure provider Cambium Networks moving its U.S. headquarters 
from Rolling Meadows to Bell Works. The Motorola spinoff’s 35,000 square feet 
currently under renovation was not only the largest new lease of 2023 at Bell 
Works but takes advantage of a novel opportunity to have its corporate offices 
and engineering labs on the same property.

“Here we’ve married the two,” Zucker said. “They’ve brought both of their uses 
together. The village modified the zoning here to accommodate that.”

The company’s research and development will be conducted in newly equipped 
space on the first floor, with its offices and conference rooms on the fourth.

Cambium Networks Senior Engineer Evan Boyack said there are few facilities that 
could offer the combination of space. The international company has a desire to 
stay in Chicago’s Northwest suburbs because it remains the base of the talent 
pool Motorola attracted there.

Amenities such as the Fairgrounds World’s Fair restaurant and bar were another 
attraction of Bell Works, he added.

“Having these amenities helps bring our engineers back to the office,” Boyack 
said."

  _  

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Re: [AFMUG] [ External ] Re: New Cambium HQ

[Chuck McCown via AF]

Really nice prison...  Is it the place Ken is thinking of?

Always good to have engineering and admin in the same place.  

From: Ray Savich via AF 
Sent: Monday, January 29, 2024 1:45 PM
To: AnimalFarm Microwave Users Group 
Cc: Ray Savich 
Subject: Re: [AFMUG] [ External ] Re: New Cambium HQ

The move is in progress. We will for sure have videos and we will welcome a 
visit any time.

 

Ray

 

From: AF  On Behalf Of Ken Hohhof
Sent: Monday, January 29, 2024 1:41 PM
To: 'AnimalFarm Microwave Users Group' 
Subject: [ External ] Re: [AFMUG] New Cambium HQ

 

I was drawing a blank on AT HQ in Hoffman Estates and “Bell Works” until I 
realized that’s the former “Ameritech Center” building.  In other words, new 
AT, not old AT  I think I’ve been in the building once or twice, probably 
in the late 1990’s when I worked at Westell and the building was new.  I was on 
the DSL standards subcommittee and Tom Starr of Ameritech was the chairperson, 
so likely I was meeting with him.  I remember it as the somewhat weird building 
with the catwalks.  Kind of like a really nice prison.

 

From: AF  On Behalf Of Nate Burke
Sent: Monday, January 29, 2024 1:20 PM
To: AnimalFarm Microwave Users Group 
Subject: [AFMUG] New Cambium HQ

 

I saw an article in the local paper this morning that Cambium is moving their 
HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  It mentioned that 
this will allow them to have both Corporate and Engineering at the same site. 
Hope we get some tours of their new space once it's up and running.  

Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/
 (Possibly Paywalled)

 

"wireless infrastructure provider Cambium Networks moving its U.S. headquarters 
from Rolling Meadows to Bell Works. The Motorola spinoff’s 35,000 square feet 
currently under renovation was not only the largest new lease of 2023 at Bell 
Works but takes advantage of a novel opportunity to have its corporate offices 
and engineering labs on the same property.

“Here we’ve married the two,” Zucker said. “They’ve brought both of their uses 
together. The village modified the zoning here to accommodate that.”

The company’s research and development will be conducted in newly equipped 
space on the first floor, with its offices and conference rooms on the fourth.

Cambium Networks Senior Engineer Evan Boyack said there are few facilities that 
could offer the combination of space. The international company has a desire to 
stay in Chicago’s Northwest suburbs because it remains the base of the talent 
pool Motorola attracted there.

Amenities such as the Fairgrounds World’s Fair restaurant and bar were another 
attraction of Bell Works, he added.

“Having these amenities helps bring our engineers back to the office,” Boyack 
said."




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Re: [AFMUG] [ External ] Re: New Cambium HQ

[Ray Savich via AF]

The move is in progress. We will for sure have videos and we will welcome a 
visit any time.

Ray

From: AF  On Behalf Of Ken Hohhof
Sent: Monday, January 29, 2024 1:41 PM
To: 'AnimalFarm Microwave Users Group' 
Subject: [ External ] Re: [AFMUG] New Cambium HQ

I was drawing a blank on AT HQ in Hoffman Estates and "Bell Works" until I 
realized that's the former "Ameritech Center" building.  In other words, new 
AT, not old AT  I think I've been in the building once or twice, probably 
in the late 1990's when I worked at Westell and the building was new.  I was on 
the DSL standards subcommittee and Tom Starr of Ameritech was the chairperson, 
so likely I was meeting with him.  I remember it as the somewhat weird building 
with the catwalks.  Kind of like a really nice prison.

From: AF mailto:af-boun...@af.afmug.com>> On Behalf Of 
Nate Burke
Sent: Monday, January 29, 2024 1:20 PM
To: AnimalFarm Microwave Users Group mailto:af@af.afmug.com>>
Subject: [AFMUG] New Cambium HQ


I saw an article in the local paper this morning that Cambium is moving their 
HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  It mentioned that 
this will allow them to have both Corporate and Engineering at the same site. 
Hope we get some tours of their new space once it's up and running.

Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/
 (Possibly Paywalled)



"wireless infrastructure provider Cambium Networks moving its U.S. headquarters 
from Rolling Meadows to Bell Works. The Motorola spinoff's 35,000 square feet 
currently under renovation was not only the largest new lease of 2023 at Bell 
Works but takes advantage of a novel opportunity to have its corporate offices 
and engineering labs on the same property.

"Here we've married the two," Zucker said. "They've brought both of their uses 
together. The village modified the zoning here to accommodate that."

The company's research and development will be conducted in newly equipped 
space on the first floor, with its offices and conference rooms on the fourth.

Cambium Networks Senior Engineer Evan Boyack said there are few facilities that 
could offer the combination of space. The international company has a desire to 
stay in Chicago's Northwest suburbs because it remains the base of the talent 
pool Motorola attracted there.

Amenities such as the Fairgrounds World's Fair restaurant and bar were another 
attraction of Bell Works, he added.

"Having these amenities helps bring our engineers back to the office," Boyack 
said."
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Re: [AFMUG] New Cambium HQ

[Ken Hohhof]

I was drawing a blank on AT HQ in Hoffman Estates and “Bell Works” until I 
realized that’s the former “Ameritech Center” building.  In other words, new 
AT, not old AT  I think I’ve been in the building once or twice, probably 
in the late 1990’s when I worked at Westell and the building was new.  I was on 
the DSL standards subcommittee and Tom Starr of Ameritech was the chairperson, 
so likely I was meeting with him.  I remember it as the somewhat weird building 
with the catwalks.  Kind of like a really nice prison.

 

From: AF  On Behalf Of Nate Burke
Sent: Monday, January 29, 2024 1:20 PM
To: AnimalFarm Microwave Users Group 
Subject: [AFMUG] New Cambium HQ

 

I saw an article in the local paper this morning that Cambium is moving their 
HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  It mentioned that 
this will allow them to have both Corporate and Engineering at the same site. 
Hope we get some tours of their new space once it's up and running.  

Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/
 (Possibly Paywalled)

 

"wireless infrastructure provider Cambium Networks moving its U.S. headquarters 
from Rolling Meadows to Bell Works. The Motorola spinoff’s 35,000 square feet 
currently under renovation was not only the largest new lease of 2023 at Bell 
Works but takes advantage of a novel opportunity to have its corporate offices 
and engineering labs on the same property.

“Here we’ve married the two,” Zucker said. “They’ve brought both of their uses 
together. The village modified the zoning here to accommodate that.”

The company’s research and development will be conducted in newly equipped 
space on the first floor, with its offices and conference rooms on the fourth.

Cambium Networks Senior Engineer Evan Boyack said there are few facilities that 
could offer the combination of space. The international company has a desire to 
stay in Chicago’s Northwest suburbs because it remains the base of the talent 
pool Motorola attracted there.

Amenities such as the Fairgrounds World’s Fair restaurant and bar were another 
attraction of Bell Works, he added.

“Having these amenities helps bring our engineers back to the office,” Boyack 
said."

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[AFMUG] New Cambium HQ

[Nate Burke]

I saw an article in the local paper this morning that Cambium is moving 
their HQ into the Old AT HQ (Bell Works) in Hoffman Estates.  It 
mentioned that this will allow them to have both Corporate and 
Engineering at the same site. Hope we get some tours of their new space 
once it's up and running.


Excerpt below from 
https://www.dailyherald.com/20240128/business/a-game-changer-bell-works-chicagoland-in-hoffman-estates-ready-to-add-homes/ 
(Possibly Paywalled)



"wireless infrastructure provider Cambium Networks moving its U.S. 
headquarters from Rolling Meadows to Bell Works. The Motorola spinoff’s 
35,000 square feet currently under renovation was not only the largest 
new lease of 2023 at Bell Works but takes advantage of a novel 
opportunity to have its corporate offices and engineering labs on the 
same property.


“Here we’ve married the two,” Zucker said. “They’ve brought both of 
their uses together. The village modified the zoning here to accommodate 
that.”


The company’s research and development will be conducted in newly 
equipped space on the first floor, with its offices and conference rooms 
on the fourth.


Cambium Networks Senior Engineer Evan Boyack said there are few 
facilities that could offer the combination of space. The international 
company has a desire to stay in Chicago’s Northwest suburbs because it 
remains the base of the talent pool Motorola attracted there.


Amenities such as the Fairgrounds World’s Fair restaurant and bar were 
another attraction of Bell Works, he added.


“Having these amenities helps bring our engineers back to the office,” 
Boyack said."
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Re: [AFMUG] compensation for employees

[Robert]

The last sentence is a key...    Think out of the box how to help out 
with that and you have a really good incentive for your company over 
others besides straight cash...


On 1/29/24 8:55 AM, Chuck McCown via AF wrote:
We do have a fully funded health plan.  We make them wait 6 months for 
eligibility.  Has not seemed to be an impediment to hiring.  Thanks 
everyone.  I think I will steer clear of published performance based 
bonuses but just give surprise bonuses now and then.  I could give a 
spiff based on the completion of certain machines but some of the 
teams have overlap and tracking that program could be difficult.  I 
will just crank up the pay a bit.  I am a bit below average for 
companies of my type but not for employers on average in my area.  We 
are about $19/hr company wide with some making as much as $24.  Still 
hard to run a family and pay a mortgage with that kind of pay.

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
*From:* Trey Scarborough
*Sent:* Monday, January 29, 2024 9:52 AM
*To:* af@af.afmug.com
*Subject:* Re: [AFMUG] compensation for employees

I have always found one of the best ways is to provide better 
benifits/perks. As others have said 401k match is a good one, but if 
that's not something most your employees would be interested in. Fully 
paid health insurance can be one, also send them to training or a 
tradeshow. Even welders like to go to a tradeshow and gawk at all the 
new equipment...


One of the best I found was catered lunches. We would have a day or 
two a week we would bring in food from a good restaurant or order some 
good steaks and grill them. It was also good as it got everyone together.


Another thing is give them a budget to go and buy whatever 
tools/equipment/etc that you can write off and let them keep it 
personally. Works great for labor workers and IT staff. The more 
mechanical inclined typically went out and buy nice tools and the 
others typically would get a laptop, or build a gaming rig.



On 1/28/24 12:16 PM, Chuck McCown via AF wrote:
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



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Re: [AFMUG] compensation for employees

[Chuck McCown via AF]

We do have a fully funded health plan.  We make them wait 6 months for 
eligibility.  Has not seemed to be an impediment to hiring.  Thanks everyone.  
I think I will steer clear of published performance based bonuses but just give 
surprise bonuses now and then.  I could give a spiff based on the completion of 
certain machines but some of the teams have overlap and tracking that program 
could be difficult.  I will just crank up the pay a bit.  I am a bit below 
average for companies of my type but not for employers on average in my area.  
We are about $19/hr company wide with some making as much as $24.  Still hard 
to run a family and pay a mortgage with that kind of pay.  

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


From: Trey Scarborough 
Sent: Monday, January 29, 2024 9:52 AM
To: af@af.afmug.com 
Subject: Re: [AFMUG] compensation for employees

I have always found one of the best ways is to provide better benifits/perks. 
As others have said 401k match is a good one, but if that's not something most 
your employees would be interested in. Fully paid health insurance can be one, 
also send them to training or a tradeshow. Even welders like to go to a 
tradeshow and gawk at all the new equipment... 


One of the best I found was catered lunches. We would have a day or two a week 
we would bring in food from a good restaurant or order some good steaks and 
grill them. It was also good as it got everyone together.

Another thing is give them a budget to go and buy whatever tools/equipment/etc 
that you can write off and let them keep it personally. Works great for labor 
workers and IT staff. The more mechanical inclined typically went out and buy 
nice tools and the others typically would get a laptop, or build a gaming rig. 




On 1/28/24 12:16 PM, Chuck McCown via AF wrote:

  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


   



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Re: [AFMUG] compensation for employees

[Trey Scarborough]

I have always found one of the best ways is to provide better 
benifits/perks. As others have said 401k match is a good one, but if 
that's not something most your employees would be interested in. Fully 
paid health insurance can be one, also send them to training or a 
tradeshow. Even welders like to go to a tradeshow and gawk at all the 
new equipment...


One of the best I found was catered lunches. We would have a day or two 
a week we would bring in food from a good restaurant or order some good 
steaks and grill them. It was also good as it got everyone together.


Another thing is give them a budget to go and buy whatever 
tools/equipment/etc that you can write off and let them keep it 
personally. Works great for labor workers and IT staff. The more 
mechanical inclined typically went out and buy nice tools and the others 
typically would get a laptop, or build a gaming rig.



On 1/28/24 12:16 PM, Chuck McCown via AF wrote:
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

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Re: [AFMUG] compensation for employees

[Jesse Dupont]

A friend of mine, who builds houses, used to pay his framing crew by the hour. 
He knew how long the jobs were taking the crew, the square footage of the job, 
and knew their hourly wage. Jobs were stacking up because they were slow. He 
decided to switch to paying them by the job. He’d pay them what he estimated 
they’d earn doing it by the hour and told them there are a backlog of jobs to 
be done. Lo and behold, their hourly wage sky-rocketed because they finished 
their jobs faster and did more jobs over a year’s time. He also started subbing 
out his framing crew to other contractors to keep them busy since they had more 
time. I don’t know the technical details of how he now does payroll, but as far 
as I know, they are still employees and not contractors. I recognize that low 
productivity isn’t necessarily your problem, maybe it’s helpful nonetheless.

Sent from my iPhone

> On Jan 29, 2024, at 8:08 AM, Chris Fabien  wrote:
> 
> We have never had success with production based bonuses, it always was
> hurt feelings when expectations were not met or bending the criteria
> to make sure the productions bonus was awarded sometimes, lot of
> finger pointing and resentment when it wasn't met.
> For a while we did annual christmas bonus based on somewhat on
> seniority. Also hurt feelings and whining when the most senior
> employee blabbed what his bonus was.
> Last year we did a fixed bonus for everyone. It might have
> over-rewarded some of the new employees a bit but everyone was happy
> at least.
> Of course do annual or semi-annual performance based increases and
> keep wages very competitive.
> 
>> On Mon, Jan 29, 2024 at 9:45 AM  wrote:
>> 
>> An employee’s perspective:
>> 
>> I’d continue with regular increases.  I have been at two places where the 
>> only time I’d get a raise was when I had an offer from someone else.  This 
>> tends to happen at tiny businesses with no HR department.
>> More than anything else I want a good work environment:  People I like to 
>> work with, management who know what they’re doing, a product I can be proud 
>> of working on, etc.
>> Sticking around for stock is a danger for an employee because while the 
>> documents say how many shares you’ll have, you won’t have any way to know 
>> whether they’re worth a million dollars or 94 cents.  I’d be angry and 
>> frustrated if I stuck it out and let other opportunities pass by and didn’t 
>> get a big payout.
>> An offer of stock from an employer I wasn’t happy with actually pushed me to 
>> resign.  I work because I should, and I don’t usually stop to think about 
>> why I’m doing it. The offer made me do some reflection on them, myself, and 
>> whether I want to be committed to that group of people long term.  That 
>> answer was definitely “no”, and that prompted me to look for other options 
>> sooner rather than later.
>> Production based bonuses are good in theory, but I have not yet had those 
>> based on a metric that I had any impact on.  I’ve been just along for the 
>> ride on the bonus programs.
>> 
>> 
>> 
>> 
>> 
>> 
>> 
>> 
>> 
>> 
>> 
>> From: AF  On Behalf Of Ken Hohhof
>> Sent: Sunday, January 28, 2024 2:12 PM
>> To: 'AnimalFarm Microwave Users Group' 
>> Subject: Re: [AFMUG] compensation for employees
>> 
>> 
>> 
>> I worked for big companies in the 80’s and remember profit sharing and 
>> Christmas bonuses.  Then we had a period of startups with stock options as a 
>> huge part of compensation – the idea was you worked 80 hour weeks for modest 
>> pay but if the company hit it big your options could be worth a lot.  I 
>> suspect some people hit the jackpot and a lot more got the shaft.
>> 
>> 
>> 
>> My sense is that employees today are mostly focused on the short term.  They 
>> have bills to pay, they want to know what income they can count on, they 
>> probably don’t want to roll the dice on profit sharing or a bonus or stock 
>> options.  Also, Millennials and Gen XYZ I talk to seem to view employment as 
>> transactional, and they don’t necessarily identify with the company or the 
>> owners (thanks to companies like Amazon and owners like Bezos).
>> 
>> 
>> 
>> So while I don’t have any hard facts, my guess is you’re doing the right 
>> thing already.  If you’re inclined to tie compensation to company 
>> performance, I wouldn’t make it a large percentage, and I wouldn’t try to 
>> use it as an incentive for people to work insane hours or achieve impossible 
>> goals (like Elon Musk’s “extremely hardcore”).  And I’d make it fairly short 
>> term, like monthly or something, so employees aren’t making their families 
>> scrimp in hopes of a windfall at the end of the quarter or year.
>> 
>> 
>> 
>> If you do experience hard times, reduced hours might be a temporary solution 
>> at least for hourly employees.  Realizing that with low unemployment, some 
>> of them might move elsewhere.
>> 
>> 
>> 
>> The good news is that any part of your business tied to fiber projects is 
>> likely to have at 

Re: [AFMUG] compensation for employees

[Chris Fabien]

We have never had success with production based bonuses, it always was
hurt feelings when expectations were not met or bending the criteria
to make sure the productions bonus was awarded sometimes, lot of
finger pointing and resentment when it wasn't met.
For a while we did annual christmas bonus based on somewhat on
seniority. Also hurt feelings and whining when the most senior
employee blabbed what his bonus was.
Last year we did a fixed bonus for everyone. It might have
over-rewarded some of the new employees a bit but everyone was happy
at least.
Of course do annual or semi-annual performance based increases and
keep wages very competitive.

On Mon, Jan 29, 2024 at 9:45 AM  wrote:
>
> An employee’s perspective:
>
> I’d continue with regular increases.  I have been at two places where the 
> only time I’d get a raise was when I had an offer from someone else.  This 
> tends to happen at tiny businesses with no HR department.
> More than anything else I want a good work environment:  People I like to 
> work with, management who know what they’re doing, a product I can be proud 
> of working on, etc.
> Sticking around for stock is a danger for an employee because while the 
> documents say how many shares you’ll have, you won’t have any way to know 
> whether they’re worth a million dollars or 94 cents.  I’d be angry and 
> frustrated if I stuck it out and let other opportunities pass by and didn’t 
> get a big payout.
> An offer of stock from an employer I wasn’t happy with actually pushed me to 
> resign.  I work because I should, and I don’t usually stop to think about why 
> I’m doing it. The offer made me do some reflection on them, myself, and 
> whether I want to be committed to that group of people long term.  That 
> answer was definitely “no”, and that prompted me to look for other options 
> sooner rather than later.
> Production based bonuses are good in theory, but I have not yet had those 
> based on a metric that I had any impact on.  I’ve been just along for the 
> ride on the bonus programs.
>
>
>
>
>
>
>
>
>
>
>
> From: AF  On Behalf Of Ken Hohhof
> Sent: Sunday, January 28, 2024 2:12 PM
> To: 'AnimalFarm Microwave Users Group' 
> Subject: Re: [AFMUG] compensation for employees
>
>
>
> I worked for big companies in the 80’s and remember profit sharing and 
> Christmas bonuses.  Then we had a period of startups with stock options as a 
> huge part of compensation – the idea was you worked 80 hour weeks for modest 
> pay but if the company hit it big your options could be worth a lot.  I 
> suspect some people hit the jackpot and a lot more got the shaft.
>
>
>
> My sense is that employees today are mostly focused on the short term.  They 
> have bills to pay, they want to know what income they can count on, they 
> probably don’t want to roll the dice on profit sharing or a bonus or stock 
> options.  Also, Millennials and Gen XYZ I talk to seem to view employment as 
> transactional, and they don’t necessarily identify with the company or the 
> owners (thanks to companies like Amazon and owners like Bezos).
>
>
>
> So while I don’t have any hard facts, my guess is you’re doing the right 
> thing already.  If you’re inclined to tie compensation to company 
> performance, I wouldn’t make it a large percentage, and I wouldn’t try to use 
> it as an incentive for people to work insane hours or achieve impossible 
> goals (like Elon Musk’s “extremely hardcore”).  And I’d make it fairly short 
> term, like monthly or something, so employees aren’t making their families 
> scrimp in hopes of a windfall at the end of the quarter or year.
>
>
>
> If you do experience hard times, reduced hours might be a temporary solution 
> at least for hourly employees.  Realizing that with low unemployment, some of 
> them might move elsewhere.
>
>
>
> The good news is that any part of your business tied to fiber projects is 
> likely to have at least 5 good years coming.
>
>
>
> From: AF  On Behalf Of Chuck McCown via AF
> Sent: Sunday, January 28, 2024 12:16 PM
> To: af@af.afmug.com
> Cc: 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 

Re: [AFMUG] compensation for employees

[dmmoffett]

An employee’s perspective: 

*   I’d continue with regular increases.  I have been at two places where 
the only time I’d get a raise was when I had an offer from someone else.  This 
tends to happen at tiny businesses with no HR department.  
*   More than anything else I want a good work environment:  People I like 
to work with, management who know what they’re doing, a product I can be proud 
of working on, etc.
*   Sticking around for stock is a danger for an employee because while the 
documents say how many shares you’ll have, you won’t have any way to know 
whether they’re worth a million dollars or 94 cents.  I’d be angry and 
frustrated if I stuck it out and let other opportunities pass by and didn’t get 
a big payout.
*   An offer of stock from an employer I wasn’t happy with actually pushed 
me to resign.  I work because I should, and I don’t usually stop to think about 
why I’m doing it. The offer made me do some reflection on them, myself, and 
whether I want to be committed to that group of people long term.  That answer 
was definitely “no”, and that prompted me to look for other options sooner 
rather than later.
*   Production based bonuses are good in theory, but I have not yet had 
those based on a metric that I had any impact on.  I’ve been just along for the 
ride on the bonus programs.  

 

 

 

 

 

From: AF  On Behalf Of Ken Hohhof
Sent: Sunday, January 28, 2024 2:12 PM
To: 'AnimalFarm Microwave Users Group' 
Subject: Re: [AFMUG] compensation for employees

 

I worked for big companies in the 80’s and remember profit sharing and 
Christmas bonuses.  Then we had a period of startups with stock options as a 
huge part of compensation – the idea was you worked 80 hour weeks for modest 
pay but if the company hit it big your options could be worth a lot.  I suspect 
some people hit the jackpot and a lot more got the shaft.

 

My sense is that employees today are mostly focused on the short term.  They 
have bills to pay, they want to know what income they can count on, they 
probably don’t want to roll the dice on profit sharing or a bonus or stock 
options.  Also, Millennials and Gen XYZ I talk to seem to view employment as 
transactional, and they don’t necessarily identify with the company or the 
owners (thanks to companies like Amazon and owners like Bezos).

 

So while I don’t have any hard facts, my guess is you’re doing the right thing 
already.  If you’re inclined to tie compensation to company performance, I 
wouldn’t make it a large percentage, and I wouldn’t try to use it as an 
incentive for people to work insane hours or achieve impossible goals (like 
Elon Musk’s “extremely hardcore”).  And I’d make it fairly short term, like 
monthly or something, so employees aren’t making their families scrimp in hopes 
of a windfall at the end of the quarter or year.

 

If you do experience hard times, reduced hours might be a temporary solution at 
least for hourly employees.  Realizing that with low unemployment, some of them 
might move elsewhere.

 

The good news is that any part of your business tied to fiber projects is 
likely to have at least 5 good years coming.

 

From: AF mailto:af-boun...@af.afmug.com> > On Behalf 
Of Chuck McCown via AF
Sent: Sunday, January 28, 2024 12:16 PM
To: af@af.afmug.com  
Cc: 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 

Re: [AFMUG] compensation for employees

[Forrest Christian (List Account)]

Plus with some of the new 401k providers being very low cost,  it
effectively becomes a maximum of a 4% increase in salary costs.

I use guideline.com over here.   Cheap,  good, low cost mutual funds,  etc.

On Sun, Jan 28, 2024, 8:17 PM Ken Hohhof  wrote:

> True.
>
>
>
> 1976-1988 were my Rockwell years.  Back then, benefits were key to hiring
> and retention, and the big 3 were (1) 401K match, (2) “cafeteria” health
> insurance, and (3) tuition reimbursement.
>
>
>
> My recollection is they matched 401K contributions dollar-for-dollar up to
> 3% of income.  That’s a no-brainer, basically free money, and a way for the
> company to incent people to put some money away tax-deferred for retirement
> rather than assuming they can live on Social Security alone.  But not
> entirely altruistic, I believe that was a safe harbor to avoid a test
> whether too much of the tax benefit was going to higher earners, managers
> and owners.
>
>
>
> But that was long, long ago.
>
>
>
> Oh, and tuition reimbursement was interesting.  If I remember right, you
> got 100% for an A, 75% for a B, 50% for a C, and zilch for a D or F.
>
>
>
> *From:* AF  *On Behalf Of *Robert
> *Sent:* Sunday, January 28, 2024 8:14 PM
> *To:* af@af.afmug.com
> *Subject:* Re: [AFMUG] compensation for employees
>
>
>
> People don't always know what is best for them.   But fully funding an IRA
> would be a way to funnel money to them without taxes that might be
> appreciated when they do their taxes..
>
> On 1/28/24 6:09 PM, Chuck McCown via AF wrote:
>
> I would be a bit surprised if anyone that works on my shop floor would
> prefer that.  We only have 25 employees and they are mostly welders etc.  I
> wonder if any of them even have an IRA.
>
>
>
>
>
>
>
> *From:* Robert
>
> *Sent:* Sunday, January 28, 2024 7:53 PM
>
> *To:* af@af.afmug.com
>
> *Subject:* Re: [AFMUG] compensation for employees
>
>
>
> Fully fund IRAs?
>
> On 1/28/24 5:18 PM, Chuck McCown via AF wrote:
>
> Thanks Ken,
>
> No stock options.  I am slowly giving the company to a couple sons that
> are putting in the sweat equity.  Still not sure about production based
> bonuses.  Should everyone get the same amount?
>
>
>
>
>
>
>
> *From:* Ken Hohhof
>
> *Sent:* Sunday, January 28, 2024 1:11 PM
>
> *To:* 'AnimalFarm Microwave Users Group'
>
> *Subject:* Re: [AFMUG] compensation for employees
>
>
>
> I worked for big companies in the 80’s and remember profit sharing and
> Christmas bonuses.  Then we had a period of startups with stock options as
> a huge part of compensation – the idea was you worked 80 hour weeks for
> modest pay but if the company hit it big your options could be worth a
> lot.  I suspect some people hit the jackpot and a lot more got the shaft.
>
>
>
> My sense is that employees today are mostly focused on the short term.
> They have bills to pay, they want to know what income they can count on,
> they probably don’t want to roll the dice on profit sharing or a bonus or
> stock options.  Also, Millennials and Gen XYZ I talk to seem to view
> employment as transactional, and they don’t necessarily identify with the
> company or the owners (thanks to companies like Amazon and owners like
> Bezos).
>
>
>
> So while I don’t have any hard facts, my guess is you’re doing the right
> thing already.  If you’re inclined to tie compensation to company
> performance, I wouldn’t make it a large percentage, and I wouldn’t try to
> use it as an incentive for people to work insane hours or achieve
> impossible goals (like Elon Musk’s “extremely hardcore”).  And I’d make it
> fairly short term, like monthly or something, so employees aren’t making
> their families scrimp in hopes of a windfall at the end of the quarter or
> year.
>
>
>
> If you do experience hard times, reduced hours might be a temporary
> solution at least for hourly employees.  Realizing that with low
> unemployment, some of them might move elsewhere.
>
>
>
> The good news is that any part of your business tied to fiber projects is
> likely to have at least 5 good years coming.
>
>
>
> *From:* AF mailto:af-boun...@af.afmug.com  *On
> Behalf Of *Chuck McCown via AF
> *Sent:* Sunday, January 28, 2024 12:16 PM
> *To:* af@af.afmug.com
> *Cc:* 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