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Summer Performance Incentives Drive Up Sales And Profits

For most of you, summertime is when you can skyrocket productivity. So rather than telling your techs that you’ll provide them with a bonus if they reach certain productivity goals, give them the bonus up front, with the understanding that it is theirs to lose.

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By Bob Cooper

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For most of you, summertime is when you can skyrocket productivity. So rather than telling your techs that you’ll provide them with a bonus if they reach certain productivity goals, give them the bonus up front, with the understanding that it is theirs to lose. Here’s how you do it: Write out a check to each tech for the bonus amount you would pay them if they were to reach their individual third quarter performance goals. Date each check, and then show the checks to each tech. All you’ll need to do then is put the unsigned checks in a frame, and then hang the frame in your office where it’ll be in clear view for all your employees. They have now seen their own checks, they have seen the dollar amount, and they know that at the end of the third quarter you’ll take the checks out of the frame, and you’ll sign the checks for anyone who’s reached their goals. Not only is the visualization a powerful motivator, but it now becomes their money to lose. Obviously this is predicated on all your techs receiving the same amount as a bonus. If the amount needs to vary, then put the checks in an envelope, and at the beginning of the month show each tech their check to keep them focused on the reward. I used this technique when I was still in the repair business, and the results were amazing.

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