You break/cut you buy?

[treehumper]

Yeah, incentives to not do something is less valuable than rewarding doing things right for it's own sake.

 

[Treetopflyer]

My thought is that if your not going to do it right for the sake of doing it right . Which is your on my payroll than this how I want. Its my right to find someone who will. Everyone can make mistakes , but through good training and the ability to see a person for who they are and their strengths and weakness , you can make them near flawless.

 

[treehumper]

I would add to that TF. Employees bring their own perspective and it is worth sometimes listening to them for a couple of reasons. It gives them a sense that you value their input and that you'll know how they approach situations and problems thus giving you a better understanding of how to communicate with and, train them.

 

[Treetopflyer]

I would add to that TF. Employees bring their own perspective and it is worth sometimes listening to them for a couple of reasons. It gives them a sense that you value your input and that you'll know how they approach situations and problems thus giving you a better understanding of how to communicate with and, train them.

Oh yeah t.h. ! For me that goes without saying . Treework is Teamwork! Gotta love it! At this point with my guy we are like on a high level of communication with lack of words unless necessary . A habit we are working on getting out of and going to the nuclear level command sequence of command response confirm.

 

[treehumper]

Exactly the reason I got into it. After working in a corporate world were teamwork was a buzzword with little meaning I saw that our industry was truly about teamwork. Each person, from sales, admin, ground crew to climber was an integral part of the team. Each intimately effecting the other. A star player who didn't bring that team attitude to work quickly underminded the whole organization.

 

[ward]

Yeah, incentives to not do something is less valuable than rewarding doing things right for it's own sake.

The notion of rewarding things done right for their own sake ("carrots") is far better than the use of incentives not to do something ("sticks"). The better the intrinsic quality of the person, the less do 'incentives' matter, although they are warmly received. For those who are good, carrots work. For those who are good, but naive and perhaps a bit mischievious, sticks are necessary. If you find that you have to go to the level of creating "sticks", it might be time to re-evaluate the arrangement altogether.

 

[tennarbor]

We have that attitude about gitrdun and don't mess anything up yes and a lot more where that came from. Im not worried about how you do your thing. Manage it like chic fill a. We Never complain about nothing because we don't have a thing to complain about . Some choose this life some are born into it. Either way ..if you don't wanna be here go do something else . My structure suits me for I have one life to live. Do everything I'm my powers to keep crew happy and well and the things that make our livings well too. Put myself in danger before anyone else . When I can see it coming . Who though can know the future? NONE! We can only plan and mitigate risk and train and protect people with certain gear and hope for the best , but when a brand new chipper explodes and shrapnel is flying , hope is all we're left with. I'm sorry if you deal with issues often enough that you have to offer some damage free incentive bullshit program. I guess I'm just blessed.

...OK

 

[treehumper]

There's always a fine line to walk where incentives are tied to financial performance, as in, profits. Really depends on the crew and their understanding of business. If they get it, then you could tie it to overall margin after expenses. In this way those could be looked at in terms of how do we work more productively without compromising on quality.

 

[tennarbor]

One of my most rewarding jobs was one where I was given a cut from the company based on what I contributed. Receiving a reward from my company that was directly linked to my performance let me know that I was valued and gave me incentive to work well. This is one perk of being a business owner as well. I always know if I did good this week. Sure we can brow beat our employees or just let them figure it out but they will have no loyalty and eventually they will leave because everyone else is driven by the same force.

 

[Treetopflyer]

A lot of different perspectives in this thread ,each to thier own, based on the circumstance of the problem and how thier business is modeled to deal with the issue at hand. In differences in one time events and reoccurring issues with poor employees. Everyone can have a bad day once in a while. An employer whom has the eye for a top performer will suffer the least all around through time and money loss. The ability of the employer to pick the good ones ...and keep...will result from all around care of thier employee , not just treating them like a tool and more like an asset that they are , regardless of thier pay, for if they show up for work and have a good attitude ..do the right thing..what they make monetarily must be suiting them. Its surly not all about the money for everyone. Not to say things can't change ,but you have to cross that bridge when you come to it.

 

[frashdog]

One of my most rewarding jobs was one where I was given a cut from the company based on what I contributed. Receiving a reward from my company that was directly linked to my performance let me know that I was valued and gave me incentive to work well. This is one perk of being a business owner as well. I always know if I did good this week. Sure we can brow beat our employees or just let them figure it out but they will have no loyalty and eventually they will leave because everyone else is driven by the same force.

How was your contribution measured?
What performance indicators are there for individuals on a tree service?

Most tree jobs are similar, but always different. Seems like very little consistency for measuring performance. I guess if you had a consistent sales/estimator guy, and the crews were happy with his time estimates, then there could be argument for going above and beyond. Even then it is back to the team pace.