Exactly. That's why I didn't allow 1099 "contractors". All I had was employees. It was cheaper in the long run that way. 1099 is short-term gain and long-term loss for the worker. I just paid the highest wage in the area and had posted bonus rates for performance. Sub satisfaction, QC rate, and over-all growth bonus. Lots of ways to make the bank with me. If you slacked or were below average, you got exactly what was due in your weekly paycheck. One motivator I had was two people were at risk of losing thier jobs every 3 months. If you were repeatitivly one of the bottom two performing techs, you were terminated for having performance issues. If some green-bean was out performing a 2-yr tech over a 3 month period, it showed on the weekly reports. Because if some new guy that knows nothing about cable is kicking your ass after him being there just 3 months ....come on. You're slacking too much.
When gas prices went up, I added $3.00 per properly closed and turned in work order. Guys learned that was an extra 30 bucks a day, $180/week if they did 10 jobs/day. Bonused the routing team when they kept the routes tight. So my techs saw gas money and 10 jobs all close together. I didn't care if they were doing 4 of the 10 installs in the same apartment complex, I still payed out $3 extra per work order for gas. I figured that made up for those days when the routes just could not be tightened and a guy had to drive 20mins to the next job. (btw- theres another cost. Office staff. They don't generate money. neither do the QC guys. They cost me money.)
Oh....bushmaster: Don't forget training costs. IMHO to train'em right, that's 3-days in my classroom/tech area for 10-hour days.....on the clock. Training materials, tools, training boards. Then it was two-weeks riding with a senior tech that had solid numbers learning how to talk to the customer and getting hands-on-training from guys that did it right. Oh yea ....You were on the clock there too getting paid. The training-tech got paid extra too for having you along. Gee... That looks like I'm paying twice for the same install....and i was. Because I knew my guys would stay and work for a company that treated them right. We worked as a team. We gave a shit about each other. Was the team out late doing installs?? You bet, and my field supervisor had a company card to buy dinner if needed. (Odd---They seemed to love Domino's and Pizza Hut over going to a Denny's or some other sit-down cafe) Gee ...that looks like more company money.
Cash flow from the MSO ....oh man... don't even get going on that one. Never used a factoring company ...thank God. Just kept a very healty relationship with the MSO. A phone call with some healthy discussion took care of that issue.
...and lets not forget that other major factor: Partners or a Bank or whatever you share financial interest with. They cost too.
Bottom line: As a tech, If you're making between 30% and 50% of what the MSO is paying out ... You're doing the best possible. Try to find those companies like mine that paid out closer to the 50% number. If you're closer to the 30% ...time to start looking for another Prime or just leaving the trade for something new.
Re: You have the power to change it.
Member #: 35888
Registered: 2/1/2005
Posted:
1013
Occupation:
Poor Driven Cable Worker
Location:
Planet Earth
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