Monday, January 29, 2007

The Profit Sharing Plan

The pay for performance plan gets talked about a lot here. By now, you should know that our company's success can be primarily attributed to the plan. Without it, we'd be in a world of hurt. Sort of like our first year. Stagnant sales, terrible customer service, and negative employee morale. Not exactly the kind of culture we were looking for back then. But something happened one day. An epiphany of sorts. Out of the blue, we came up with a great idea.

Start aligning the interests of our employees with the interest of our customers. And in that one instance, Two Maids & A Mop was reborn. All because of one simple idea.

But there is one other reason that our business has succeeded. At each location, we have an Operations Manager. Their job isn't easy. They're supposed to do just about everything. They train new employees. They hire and fire employees. They sell the service. They schedule jobs. They listen to customers. They purchase supplies. They keep track of payroll. And they've been known to clean every now and then too.

No doubt, the Operations Manager is important. They run the business. They're running the business right now while I'm typing here. So I'm nothing without them.

And that's why I started a similar program as the pay for performance plan. Each Operations Manager receives 20% of the location's profits. So one dollar out of every five will wind up in their pockets. The Operations Manager is not my employee.

The Operations Manager is my partner. Because that's what partners do. They share. They share information. They share work. They share responsibilities. They share everything.

That's why Melissa gets excited when we sign up a new customer. That's why Elicia gets nervous when we don't fully satisfy a customer. That's why Colleen still claps when we break sales records month after month.

Thank you Colleen. Thank you Elicia. Thank you Melissa. Thanks for making our business the most customer friendly housecleaning company in the world.

No comments:

Post a Comment