This SOP outlines the process for giving pay raises and bonuses to employees, ensuring clarity and alignment with business goals.

Introduction to Pay Raises and Bonuses 0:50

Discuss the importance of giving pay raises and bonuses that serve both the employee and the business.

Emphasize the goal of making employees feel valued.

Understanding Employee Performance Levels 19:09

Identify performance levels:

Negative 1 to 0 Conversations: Addressing underperformance and helping employees improve.

Zero to 1 Conversations: Encouraging good performers to become great by providing incentives.

Setting Clear Expectations for Raises 22:42

Clarify that raises should be given based on performance improvements (Zero to 1) rather than fixing problems (Negative 1 to 0).

Define what it takes for employees to become more valuable.

Using Historical Data for Pay Structure 25:57

Utilize historical data to guide pay structures for cleaners and other staff.

Establish a base pay that is above minimum wage.

Incentives for Cleaners 27:14

Implement bonuses tied to performance metrics:

Attendance Bonus: Reward for perfect attendance.

Google Reviews Bonus: Incentivize cleaners for receiving positive reviews.

New Employment Bonus: Reward for reaching attendance milestones.

Long-term Benefits and Minimum Pay Guarantees 40:09

Offer long-term benefits such as guaranteed minimum pay for reliable employees.

Ensure that employees understand the criteria for maintaining their status.

Creating a Culture of Accountability 55:13

Establish clear rules around pay and performance to avoid entitlement.

Reward reliability and five-star service to foster a high-performance culture.

Ensure that all conversations regarding pay and performance are constructive and focused on growth.

Avoid using bonuses as a means to fix performance issues; instead, address the root causes of underperformance directly.

Regularly review and update the pay structure based on performance data and market trends.

Maintain open communication with employees about their performance and the criteria for raises and bonuses.