Grrrrrrrrrr…two steps back.
Found a guy with good general experience, was paying him a wage he seemed genuinely pleased with and he’s been doing great all week. In the meantime I’m in discussions with 3 other prospective clients. Needless to say got a phone call 10:30 last night that his old boss called him back to work and made him an offer to increase his pay. frik frik frik… back to hunting for help and trying to figure out whether to pursue these new jobs.
PBJV (PaulB Just Venting)
Replies
Makes me wonder why he left the old boss and how much more he needed to go back.
Paul, the way I kept my employees was to set up a pay raise scale that covered several years.
blue
Just because you can, doesn't mean you should!
Warning! Be cautious when taking any framing advice from me. There are some in here who think I'm a hackmeister...they might be right! Of course, they might be wrong too!
Blue,Would you care to elaborate? Does your schedule automatically make adjustments for employee improvement?
Jon Blakemore
Jon, I tried everything the first 15 years. There were a few good men that stayed a while, but most were transient. Occasionally, I'd get a good man but the good ones kept jumping ship to get fast raises. That's how it's done in our area.
I finally started hiring the apprentices at a lower base pay and added health insurance. Essentially it was the same hourly cost. Recognizing that they would want the big raises as they learned something, I set up a pay scale that gave them journeyment pay in 6 years. I offered to escallate that scale if they took extra steps to speed the process (college classes, seminars,etc.).
To accomodate their desire to earn more, I simply gave them automatic raises every 4 months.
Most young people are willing to accept this type of program. It's a powerful incentive for them to stay with you over the long haul.
blueJust because you can, doesn't mean you should!
Warning! Be cautious when taking any framing advice from me. There are some in here who think I'm a hackmeister...they might be right! Of course, they might be wrong too!
I agree with you blue, that's how I did things in my previous business. I just have to find someone who'll stay more than a few weeks ;)
and trying to figure out whether to pursue these new jobs.
first things first.
Uh ... Yes!
don't assume they'll all go thru anyways ...
and ....
if they do ... no such thing as too much work.
Just don't make promises U can't keep. Everyone get's on the list ... according to who sends the first checks.
worst comes to worst ... way too busy ... price them right and sub it out.
there's a will ... there's a way.
U get all three ... I just heard of a guy that got an old employee back .. bet he'd be willing to talk about a portion of the jobs?
Outta the box, man ... outta the box!
Jeff
Buck Construction
Artistry in Carpentry
Pgh, PA
here's the problem..........we're ALL contractors.That's the new mindset. Doesn't matter whether your a salesman, a cop, a engineer, a lawyer, a carpenter or a laborer.
As such, you go where the money is. Now. Not in 6 months. Why?
Because our economy has taught all of us that the job might not be there in 6 months, don't even think of this in terms of years.
And the our economy has also taught us that we're ALL expendable. Just like contractors, when the task, job, project is over, your fired and on the next job.
And that's how you have to hire.
Pay well for today and they will return tommorrow.......
The only other incentive I know of is profit sharing.