Iris, late to the party here but I'm anti-commission. Even incentivizing
retention can lead to staff retaining for the wrong reasons. I'm all for a
total compensation convo that is tailored to each member since it can be
hard to provide a comfy living wage to coworking staffers. Maybe one
Barbara- I hear what you are saying about not capping. Are you willing to
share what the biggest single profit share payout you've been able to give
has been?
On Friday, March 24, 2017 at 9:33:21 AM UTC-7, Barbara Sprenger wrote:
>
> I kind of agree with Scott. When I used to be a rep, I hated
I kind of agree with Scott. When I used to be a rep, I hated it when a
percentage was capped — I produced more but made less of it. Also, in our
business, with high fixed costs and low marginal costs, you’re making more on
last dollar, so there really isn’t a reason to cap.
Barbara Sprenger
Alex, why the cap? Doesn't that also max out the incentive to outperform?
scott.
On Thursday, March 23, 2017 at 8:10:06 PM UTC-4, Alex Hillman wrote:
>
> Hell yes to simple profit shares :)
>
> For another perspective, I've been on the receiving end of profit shares,
> in a few models. The best
Hell yes to simple profit shares :)
For another perspective, I've been on the receiving end of profit shares, in a
few models. The best ones where upsides were mutual and clear were simple
capped %'s, aka 5% up to a certain max.
It kept the math simple, expectations simple, and the best case
Yes, we just kept it simple. At the higher end, it’s really significant; at the
lower end, you see where it can go!
Barbara Sprenger
bspren...@thesatelliteinc.com
www.thesatelliteinc.com
831-222-2101
> On Mar 23, 2017, at 4:03 PM, i...@iriskavanagh.com wrote:
>
> Thanks, Barbara! After
Thanks, Barbara! After sleeping on what I posted yesterday, we decided it isn't
right and are now moving toward a tiered profit share. I'll post the formula
once we land on it.
Warmly,
Iris
Iris Kavanagh
Work Happier
Coworking. Collaboration. Community.
Sent from my iPhone
> On Mar 23,
Hi all,
We really like using bonuses. Our center managers get 5% of profit each
month. It's a good way to incentivize -- it says you're sharing in what the
center produces, your input is valued, it's not just for generating a sale,
it includes running an efficient center and keeping people. We
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