NEW ORLEANS — When was the last time you offered to buy an employee a tank of gas?
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Adding gas purchases or putting employees on a company cell phone plan are two of several new ideas a CARS panel discussed Friday afternoon in “Compensation Plans that Work for Mechanical Shops.” Shop owner Betty Jo Young moderated the panel, comprised of owners Terry Wynter, Donny Seyfer and Mike Brewster. All four owners shared traditional and out-of-the-box ideas on adding to their employees’ compensation and benefits plans throughout the discussion. Attendees also received a one-page sheet full of ideas they could implement in their shops.
Ideas shared among the group included traditional salary-vs.-commission-based pay, as well as flexible work schedules, clean work environments and other ideas that do not result in anyone having to take deductions (like the aforementioned gas purchases).
With the ideas, though, Young did issue one cautionary first step.
“All of us are from different states, and before you implement anything, you talk to your accountant. Find out what is proper in your state,” she warned.
No matter what you decide to offer in your shop, the owners agree that you should involve your employees in the discussion.
“Why are we out there paying a bunch of money for things they don’t really give a hoot about anyway?” Young asks. “Let’s spend our dollars very wisely for benefits to make each individual happy. We don’t have 100 employees; we can do this.”
Seyfer also addressed the need to handle compensation differently among employees, especially with those who have been with the shop for a long period of time.
Young adds that along with talking to all employees, you don’t have to make compensation the same across the shop.
“Everybody in your shop doesn’t have to have the same benefits. You can tailor-fit this to the person,” she says. “If you’ve got someone who’s been there a long time, they may have different needs than someone who’s brand new.
In the end, think outside the box with your employees and remember that they’re people. Keep good lines of communication open, recognize that they have families and offer to do little things to better the work environment and your compensation plans can take on a larger, more unique and pleasing look.
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