Listed below is a sample of goals, frequency of payouts and the dollar amounts involved to consider for an employee compensation program.
Payout Frequency
Monetary Payment
Bonuses and Incentives Goals
New Quarterly Level Goal Fiscal Year End Sales Goal Fiscal Year End Profit Goal
Open Once Once
$25-$200
*$100-$1000 *$250-$1000
Closing Rate Goal: Phone Call to Estimate Closing Rate Goal: In-Home Estimate to Customer
Weekly/Monthly
$10-$25
Monthly
$10-$25
**Closing Frequency Rate Goal Permanent Cancellation Rate Goal
Monthly Monthly
$15-$100 $15-$100
Monthly Safety Goal (Injury & Car Accident Free)
Monthly/Quarterly
$10-$25
Employee Turnover Goal
Quarterly
$25
You create a bonus or incentive goal
*Appropriate payment amount determined by position **Closing a higher percentage of weekly and every other week customers during in- home estimates as compared to closing tri-weekly, monthly, occasional and one- time customers These programs are not intended to replace informal and spontaneous recognition or praise of staff achievements and work performance. Informal recognition of employees should and does take place every day. Saying "thank you" to employees and complimenting an employee on a job well done are part of the MOLLY MAID culture For employees in positions eligible for overtime, the rate for overtime worked during the bonus period should be adjusted upward by the amount of the bonus over all hours that were worked in the bonus period.
MOLLY MAID Office Infrastructure Manual Copyright 2015, Molly Maid, Inc.
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