problems with employess?

Question

So we have a small mechanic shop, our techs were getting paid commision on the work completed, but since the slow time is coming, we decided to do something nice and pay them a set salary of what they used to average every week. Well, now they take extra breaks, don't want to clean the work areas to make (this to make up for the down time) want to close a few minutes early schedule their appointmets during our business hours, get upset if we tell them to find something productive to do or pick up the short area so it can look appeling to prospect new customers. how can we address this? what would you do? do you have your own bussiness or manage a business? any additional incentives or plans you offer? any and "smart" comments are appreciated
thanks

Answer 1

You shot yourself in the foot. You WERE paying them to work, now you are playing them basically to be there.

I assume that by 'salary', you mean a flat rate no matter how many hours they are in the shop, which implies to most workers that they get to set their own hours.

I'd also bet that you forgot to re-negotiate the basic work contract or agreement you have with them- even if the old agreement was basically unsaid.

You see, you get the behavior you reward. By offering a flat rate of pay pretty much no matter how much or how little work they do, you just motivated them to perform at a level as low as they can get away with.

I think I would go a different route.

Possibility A: Smallish hourly pay plus really nice commissions. Basically, hire them (as outlined in a new work agreement) as two employees in one. The hourly employee is responsible for helping with duties around the shop, etc. When a job comes in, the commissioned employee takes care of it to a high degree of expectation. The new work agreement specifies breaks, lunch, vacation accrual, etc.

Possibility B: Keep'em salaried, but re-work the work agreement to specificy that the work day is not done until certain tasks are competed- cleaning, paperwork, etc. as needed by management. Under this plan, they still get to take as many breaks, appointments, etc. as they wish- as long as the day's duty roster is completed to your satisfaction. (FYI- I'd still offer work bonuses under this plan for well-completed machining jobs!)

How much control do you want, and how much freedom do you want the employees to have? Another question to think about is how much do you want your techs to act like custodians, etc. This is a bit demeaning in the minds of many employees ('I get paid $XX and they want me to clean the floors???') and might take some finesse to 'sell' to them. (You can try the old "you have a choice to vote on: do we hire a cleaning crew and cut back on the salaries and commissions, or do we do the work ourselves?" bit.)

Maybe the other option is to go back to commissions only, but offer additional incentives for new jobs, profit sharing for cost-reducing or profit-increasing ideas, etc. to turn the machinists into a more aggressive sales force- the more work they drum up, the more they get paid. Big or on-going jobs would be more profitable for them to seek out that way. The goal here is to help them create a more 'stable' flow of cash by creating a better stream of jobs coming in.

In any case, you can try another option- financial education. Our company just started a contract with some independent financial planners (not tied to insurance, investments, etc.) and offers each employee the chance to use the service for a flat annual rate with the company picking up a certain precentage of the tab based on the staff's income. The planners work with the staff to get the most bang for their buck. In your case, how to better manage their cash flow to make it more dependable over the year, plan fo rthe future, get out of debt, make better purchasing choices, etc.

Answer 2

I am a firm believer in speaking my mind, not sugar-coating anything, and telling it like it is. With that being said, you simply round them up, explain to them why you changed the way they get paid, and tell each and every one of them what you expect out of them every day. Set clear policies in writing as well as specific guidelines to be strictly adhered to. If they start beyotching and moaning, advise them there's a McDonald's down the street that would be happy to have them. I can't stand lazy @ssholes. People these days think all they should have to do is show up at work and stay on the property for 8 hrs and get paid for it. God forbid you ask them to do their job. Welcome to the new millennium and the laziest work force in the history of this country. I have the same problem where I work girl, and most of us are making almost 60 grand a year!!!

Answer 3

How many employees are there? If there is more than 20 and only 3 are being affected I would say- No. The vents probably wouldn't be the problem anyways it would be the filter on the return unit of the heat pump that pushes most allergens into the air.

Answer 4

Here's how Les Schwab, a very successful tire dealership chain in the PNW, does it . Every time I go there these guys are working feverishly and with a smile on their faces.

Each year, half of the company’s profits are returned to employees through benefits and an innovative profit sharing program. Our company culture has been built on a foundation of honesty, loyalty and opportunities for personal and professional growth. Many of our employees have been with us for decades.
http://www.careerbuilder.com/jobseeker/companies/companydetails.aspx?comp_did=C8A32X5VRWLMHYP8W0D&cbRecursionCnt=1&cbsid=cf4d41d3d2ec407eae8a9b89eea720b2-215616134-VB-4

Answer 5

Tell them to continue what they were doing before or they'll lose the new 'privilege' since the condition of hire was commissions.
That sounds like something MY manager would say--- darn--- he's a bad influence! LOL
Good luck and have a great day!!!

Answer 6

Pep talk time!! Tell them the truth! Tell them the things that need to be done to keep the business afloat or the doors will close! Jobs aren't all that plentiful! Best of Luck!! :-)=

Answer 7

Time for a hear to to heart. Maybe they are perceiving the situation wrong. Let them know that you let them out of their commission requirements to help them, not to hurt them. Let them Know if the quality of business doesn't increase that the old commission system comes back and if it lowers their pay, so be it,Oh yeah DOCUMENT EVERYTHING!!!

Answer 8

they are playing you, either go back to the way you paid them before and they will behave better [if you are in a middle of a pay period, give them a notice that effective [date new pay period starts] the old way they are to be paid will start again...if the workers do not respect your attempt to be a nice boss, then they do not deserve your kindness....also hint that there might be lay offs when the slow time comes....