How To Create An Amazing Employee Evaluation and Bonus For A Commercial Cleaning Service
In today’s
presentation we are focused on putting together a Commercial Cleaning Employee
Evaluation and Bonus Review. This can apply to carpet cleaning, janitorial
services and any specialty cleaning services.
Often, we
try to reward employee behavior through bonus programs and focus on one
specific performance at a time, for example an attendance bonus.
In this
example instead, we are going to create a Balanced Scorecard using a point
system. The difference is we will have 5 different performances instead of focusing
on only one.
The points vary from poor to satisfactory to excellent and at the end of the review we will add the points up give a financial bonus based on the number of points.
The five variables we will be using in this bonus evaluation are
- Attendance
- On Time
- Inspections
- Equipment
- Customer Survey or Review
Weighting the score
We created a
point system where each evaluation is weighted equally and everything receives a
point with a total of 25 points. BUT, you might want to weight the different
categories by importance also.
For example, attendance is pretty important, giving it 30 or 40% of the value
might be something to think about and giving equipment only 10% or 5%.
This will depend on the specific service they provide, obviously a truckmount is worth a lot more money than a couple vacuums or mop buckets an office cleaner would use.
The Top 5 Performance Evaluations
Attendance-
Attendance will depend on if the employee is full time or part time. I think we
definitely have to weight this somehow. We could deduct a point for every day
missed but honestly anymore than 1 is too many and even 1 is not good.
One idea
would be to make each day off 2 points.
On Time- I
understand some cleaning jobs when they clock in doesn’t matter a lot but for
project work like carpet cleaning, floor work, etc. often clients are waiting
for us, so it is critical.
Inspections-
This can be a weekly or monthly inspection you would normally have. To make
this easier I would just use a 5 point system or grades A,B, C,D,F and then
transfer that to the scorecard.
Equipment-
will depend on the type of service, for office cleaners we will be mainly
looking at floor machines and maintaining vacuums.
For project
work though like carpet cleaning, tile cleaning the equipment is critical and
cost upwards of $50k plus. In that case I would weight it much higher than an
office cleaning position.
Customer
Survey or Review- This will break down between residential and commercial
cleaning services. With residential nowadays reviews have become very important
in digital advertising.
A point per
review may not be enough and might be a better idea to give a point for every 2
or 3 reviews. Depending on volume you will have to adjust accordingly.
Commercial Cleaning customer surveys are more widely used. To make this easier I would have the customer also use a 5 point system or grades A-F and just transfer over.
Bonus Money
Some
companies instead of using money will have gifts or paid time off instead. We
used money as an example but you could just as easily have gift cards or some
prizes.
25 Points is
a perfect score, in my opinion I would want to make the perfect score much much
higher than everything else. In this example we used $250 as a monthly bonus.
What dollar amount is up to you but the point is to make the perfect score
triple or more of the next amount.
20 Points =
$100
15 Points =
$50
10 Points = well 10 points is a problem and equals a counseling session to determine how we can help them improve.
In conclusion this is an idea to think about using for your employee evaluation and bonus review program. I hope you enjoyed this presentation and pulled away some ideas.
This content was originally published here.