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Absolutely agree Chuck, it was just a suggestion. Personally I have never been a fan of bonus (or for that matter price work) having been the apprentice who had to clear up the poor work it created & watched younger apprentices just being used a labours.Any bonus scheme needs to be carefully designed to make sure that it doesn't have unintended consequences, likely encouraging corner-cutting or burying problems.
One problem I've seen is that, in the early days per-job bonuses will be seen as nice extras and the vibe will be positive. After a while, they become the norm and when a job doesn't merit a bonus it's seen as punishment.
In your position, I'd be inclined to consider something based on customer satisfaction, e.g. the fraction of customers who were happy or very happy with the work done. You can include 'The work was completed on schedule' as one of the elements of CS you measure.
Discuss any ideas with your accountant to make sure they are tax-efficient and legal.
IMHO it's always about good management against a good days work for a good days pay.