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To grow your service department
businesses in a safe, stable manner
we must be conscious of 3 very
important concepts... |
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The technicians we hire must fit a
very exact criteria. One of the
major goals with new hires is to
give them a clear path to ownership
and to have them pay for the bulk of
their cost through all in home
sales.
Every technician we hire must be
motivated to want to be a partner in
the organization.
(A great motivated technician will
actually pay for himself in
our growth model)
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The technician we hire must have
previous experience in a performance
based pay plan. At headquarters we
have always preferred partners who
have worked for major chains like
Stanley Steamer and Coit. These
technicians transition easily into
our business model and are used to
having a quota for In Home Sales.
This is a key requirement for the
technician who will operate your
second van.
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The
technician must have a "Caregiver"
mindset. He must be a guy who gets
personal fulfillment from helping
others. The most conscientious
technicians are the ones who wow
customers. |
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Here is the basic business model to
add a second van.... |
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Van One Operated
By License Holder |
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The
license holder must ensure the
following on van one- |
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Van
one is maintaining $40 in
home sales avg |
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Van one is doing all
"canvas jobs" .. we will
explain... |
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Van
2
Operated By Employee |
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With the employee for our new van,
we must structure his work agreement
in a very specific way to cover his
cost. |
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The goal
of the employment contract is to
have the employees productivity
completely cover the cost of his
employment. |
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Technician must
be offered the following pay plan
15% of money out
20% of In Home Sales
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Technician must have a quota of $40
avg per job in home sales. This is
very key. And must be emphasized
during the interview process. |
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Technician must have a requirement
of passing out 6 neighbor door
hangers at each job he performs.
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The
customers that respond to these door
hangers will be directed to a
special ID phone number and website
so that we know they originated from
a door hanger. Partners will be paid
75% of the revenue from these
'canvasing jobs". |
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We must
give the technician an assurance
that an ownership licence will be
granted to him after a minnimum of
15 months of employment. And a
maximum of 2 years of employment.
(His employment for you is his
training to get his own license.) |
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Technician
must have a lease agreement in place
that assures him the ability to
lease the van from the partner when
his license is granted. |
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Boss
Canvasing Site.
Designed
to aid in employee costs. |
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Your Boss Optima canvasing site will be a
copy of the regular site we use to generate
customers.
Your
Boss Optima canvasing site is a key
aspect of our growth system. The
door hangers used by your employees
will direct customers to this site
for price quotes and will also use a
special 1-800 number. This
will enable us to identify clients
generated from door hangers. The
door hanger will also promote "a
free room" offer with purchase. This
will further distinguish these
clients. Again you will be
compensated 75% of these jobs.
It is very key that you run these
jobs personally so that all of your
75% can be utilized to pay your
employees cost.
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How the math works to cover your
employees cost for van two. |
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Let's say the average job being run
on van 2 is $300
Employees pay is
15%....................................................................$45
His avg In Home Sale should be $40
(he gets 20%)...................$8
Thats a total avg cost
of...................................................................$53
for the employee, per job that we
need to cover.
Here is how we cover the
majority these two costs-
His $40
avg In Home Sale at 50% and after we
pay him $8 leaves
us.................................$12
Van one is also averaging $40 in in
home sales per job...we use 50% of
that also...............$20
We get at least 2 jobs a week from
his door hanger jobs @75% we can
apply another........$10 at least
per job.
Through basic In Home
Sales and door hanger activity we
are covering ....$42 of the
employees cost per job.
This means the employee is only
costing you about 4% per job.
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Now if we want to super
charge it....What if the
average between the two vans
was $50 in In Home Sales?
What if both van one and two
were doing door hangers and
getting 75% of those jobs.?
This would cover all of the
employees base cost. |
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What this model creates for our
partners is van two virtually
doubling your profits!
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But as you can see,
it is critical that the employee we
hire be skilled and experienced in
In Home Sales. We need that skill to
make the model work. All of
the major chains like stanley
steemer and coit use a similiar
models, to ensure the employee
covers his cost. |
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Our new employee must also .....
understand how
important it is that he perform the
door hanger duty at every job. He
must know that this is a key element
to us supporting his position. |
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So what happens when 15 months pass
and the employee gets his own
license?
4 things occur......
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You "lease to own" the
van to the employee for a
fair price that allows him
to buy it from you. |
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He gets a territory
license of at least a 20
mile radious. (Larger if you
have area outside of your
territory circle you want to
give to him.) This is all
defined when he is hired. If
he wants to re locate to
another market, that is an
option also. |
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The employee gets his
own 40% ownership license. |
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Headquarters gives you
an override of 5% of
everything he does and 20%
of his IHS for your
development efforts. |
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Headquarters has created a
position guide agreement you
can use when hiring
your first technician. It is
in a pdf format so you can
print it from this site.
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