HVACR Business

JUL 2017

Help hvacr contractors master the critical components of business management.

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13 HVACR BUSINESS JULY 2017 www. hvacrbusiness .com customers and co-workers instills a sense of pride and gives the person a feeling that the work they do and their impact is important, recognized, and appreciat- ed. With role expansion, the title and a possible salary more aptly describe their functions and rewards their contributions beyond sales. Other productive ways to recognize good individual performance or encourage more active internal company engagement are: distinguished salespeople awards, publicity, personal letters, texts, calls of commendation, face-to-face encourage- ment, meals with ownership/management and significant others and families, ride- alongs, time off, gis, trips and individual support with personal responsibilities. Benefits Pay all or part of the following benefits: medical, dental, optical, emotional health and wellness insurance; life, accident, and disability insurance; educational assis- tance; profit sharing ; pension plans; stock purchase; moving expenses, etc. Provide a laptop and/or tablet, smart- phone, company car, uniforms, training, etc. Vacation, holiday and all-purpose time off paid days should be earned consistent with company handbook. Pay for time-off is based on an average day's pay for the last twelve months or a minimum of $200/day gross. Every compensation plan will be a compromise. Marketing and sales objec- tives will determine what salespeople need to do to be considered successful. Success should be rewarded commensurately. Additionally, you should do a competi- tive analysis of other company's programs and determine what type and level of com- pensation is necessary to attract and keep top performers. Should income for salespeople be capped? Why de-motivate salespeople and de-incentivize performance by capping earnings or offering diminishing returns for extra effort? It's a win-lose scenario and is not fair. When it comes to compensating top-producing professional salespeople, you have to pay to play. Develop a plan that drives company objectives and "incentivizes" and rewards maximum performance handsomely. Both salesperson and company will be glad you did. is sort of clever compensation sustains sales, profits and people performance, as well as customer happiness. u Drew Cameron is president of both HVAC Sellutions and Energy Design Systems, Inc., the premier alliance providing industry-leading marketing and sales consultative support as well as sales recruiting, education, coaching, consulting, software tools and performance enhancement for home services contractors. For additional information, email drew@hvacsellutions.com or call 610-388-0822. THE LIGHTWEIGHT YELLOW JACKET ® YJ-LTE ™ REFRIGERANT RECOVERY SYSTEM The YJ-LTE Refrigerant Recovery System is nothing less than the smallest, lightest and most powerful unit in its class. There's never been so much time, and cost-saving innovation packed into such a compact, small package. We're talking built-in purge circuit, superior condenser performance and single valve operation. It may be small, but it's built to handle the biggest (and tallest) recovery jobs you can throw at it. FIND OUT MORE AT YELLOWJACKET.COM. EVERY STEP UP IS ANOTHER REASON TO LOVE THE COMPACT, LIGHTWEIGHT YJ-LTE. Made in the U.S.A. THE LIGHTWEIGHT YELLOW JACKET ® YJ-LTE ™ REFRIGERANT RECOVERY SYSTEM The YJ-LTE Refrigerant Recovery System is nothing less than the smallest, lightest and most powerful unit in its class. There's never been so much time, and cost-saving innovation packed into such a compact, small package. We're talking built-in purge circuit, superior condenser performance and single valve operation. It may be small, but it's built to handle the biggest (and tallest) recovery jobs you can throw at it. FIND OUT MORE AT YELLOWJACKET.COM. EVERY STEP UP IS ANOTHER REASON TO LOVE THE COMPACT, LIGHTWEIGHT YJ-LTE . Made in the U.S.A.

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