I prefer this method, low base pay, incentive based recurring bonuses. Team bonuses like profit share etc (makes guys push crummy workers to do better or quit) individual, team, and company performance based pay can help you ride through tough times too without job cuts.
Pay increases based on metrics help you weed out idlers. We offered a buck to get A+ that we played for, nobody took it On Thu, Oct 29, 2020, 7:18 PM Chuck McCown via AF <[email protected]> wrote: > > You get some entry level guy off the street at $15/ hour how do you give > them something to look forward to. How do you keep them from jumping ship > once they have gained experience? Some of my hires don’t even have drivers > licenses. > Sent from my iPhone > > On Oct 29, 2020, at 5:45 PM, Matt Hoppes < > [email protected]> wrote: > > > So you’re going to pay them more to do their job? Seems bad. > > On Oct 29, 2020, at 7:16 PM, Chuck McCown via AF <[email protected]> wrote: > > > I am considering telling all new interviewees that we start at $15/hour > but they can make more quickly according to this schedule. And we also do > COLA and Merit increases every 6 months. > > Love to have feedback on this idea. > > Please note my new email address: [email protected] > <Pay adders.pdf> > -- > AF mailing list > [email protected] > http://af.afmug.com/mailman/listinfo/af_af.afmug.com > > -- > AF mailing list > [email protected] > http://af.afmug.com/mailman/listinfo/af_af.afmug.com >
-- AF mailing list [email protected] http://af.afmug.com/mailman/listinfo/af_af.afmug.com
