Stop Paying Employees By The Hour (Coaching Call with Mike Andes)

Implement a tiered 'per pool' bonus system with smaller increments (e.g., every 5 pools) to motivate employees to consistently exceed minimum quotas and encourage higher output.

Introduce a 'yellow slip' penalty system where callbacks reduce the weekly pool count, making employees more cautious about quality as they approach bonus tiers.

For repair technicians, offer a hybrid compensation model: a secure base hourly pay with an additional percentage of labor revenue, paying whichever is higher, to incentivize performance while providing stability.

When facing capacity constraints, consider aggressively increasing marketing spend to reach full capacity faster, then implementing a significant price increase across all customers to maximize profitability.

View 'too expensive' feedback from customers as a positive filter, as it identifies clients who are not a good fit for your value proposition and allows you to focus on those who appreciate quality.

Integrate upsell incentives directly into the performance pay system, such as awarding 'extra pools' for successful sales, to simplify compensation and encourage proactive sales from cleaning technicians.