Hi There!
I have two questions regarding staff :). I would like EVERYONES opinion as too what they think / do :D.

Question 1: I was thinking of changing my entire pay system (type of pay [commsion/weekly]). Is there a good way too do this without the staff getting ticked?

Question 2: Will staff working for free hosting really put in the effort and what not required? Most of them are only in it for the hosting. If this is a good idea, how do I go about making sure they don't abuse the free hosting (not working but using free hosting)

Thanks in advanced,
- -
Tim F=

In my view:

Answer for your Question 1: You can set a monthly pay/salary.

Answer for your Question 2: You can review the helpdesk tickets (logs) if they get the issue resolved or not. For live chat you can check the chat transcripts and see they way they help your clients.

Fact: People will not work to the standard you require for a $5/month shared hosting account.

Honestly, you rather outsource than hire "staff" on a comission basis or low weekly salaries or with free hosting. Reasons:

1) No accountability. How are you so sure your tech is going to do what he's suppose to for you
2) no dedication - he's working for peanuts with no job guarantee. Probably a minor with no actual work experience.
3) Little professionalism or training - You can expect little from underpaid people

Either outsource or hire in-house is my suggestion. When outsourcing choose a company with a reputation.

I would recommend getting in-house dedicated staff. Pay them weekly, or bi-weekly. A decent salary, taking into account their functions and experience. Treat them well, such as a small christmas bonus if you can.

This way, you make the person want to work for you, They'll like waking up in the morning (or night), will be chippier with answering trouble tickets, and will generally feel wanted.

It's a win-win situation.

When outsourcing choose a company with a reputation.

Preferably a GOOD reputation :D

Fact: People will not work to the standard you require for a $5/month shared hosting account.
I totally agree. Would you do that for only a $5/month shared hosting account. Peolpe need and want more than that.

Preferably a GOOD reputation :D
I agree.

Cheers,
Beruska

Garbage in, garbage out. That's how it works.

Honestly, if you pay a mere pittance in salaries, or just offer some free hosting as pay, don't expect much in return. Frankly, you're doing your hosting business a gross disservice by scrimping on wages.

Treat people with respect. Consider the fact that people need to earn a decent wage in order to keep them motivated to perform for you day in and day out. Work a reasonable employee cost into your business model. If you don't, you will be doomed for eventual failure.

Would you be dedicated to a job that pays you no more than some free hosting per month? I know I wouldn't...

Vito

Hosting is a dime a dozen. Every D.C. I've contracted with, the one thing I've heard over and over again from the staff is, "I've got all the server space I could ever want. I need the money/benefits."

Seems many data centers give each of their techs a free dedicated server to play with (with the usual non-compete clauses to go with it). Most techs are pretty blasé about that server ;) because many of them already have their own equipment colo'd somewhere. Hosting or equipment is nothing to an employee. Nothing.

You want to get their attention and build their loyalty -- pay them in cash, and pay them well. Or, pay them in benefits. I imagine I am not the only person would would happily work for a company just for health insurance...

:) Bailey

Question 1: I was thinking of changing my entire pay system (type of pay [commsion/weekly]). Is there a good way too do this without the staff getting ticked?
Ask your staff for input on this and give them advanced warning if need be.

Question 2: Will staff working for free hosting really put in the effort and what not required? Most of them are only in it for the hosting. If this is a good idea, how do I go about making sure they don't abuse the free hosting (not working but using free hosting)
You pay for what you get in return!

Hi There!
Thank you for the replies :gthumb:. However, one delema I am seeing is that I don't have enough money (too start) to pay an hourly/daily rate... Any sugesstions?

Thanks,

Hi There!
Thank you for the replies :gthumb:. However, one delema I am seeing is that I don't have enough money (too start) to pay an hourly/daily rate... Any sugesstions?

Thanks,

As others have suggested, look for a reputable outsource company.

I wouldn't call someone that is working for free hosting an employee...

Technically, I don't think that someone that is paid a comission is even considered an employee. Only those that are paid hourly or a wage.

Hmmmm just for health benefits. I'll have to keep that in mind.

...well, health insurance is expensive, and usually you have to work full-time somewhere to qualify for it. And here lately it seems a lot of companies are cutting health insurance out of the package because of the expense. But it would be nice to have a part-time position somewhere and be able to buy in on a group plan, and just have my time be paid for with the health insurance. Well worth it, IMO. (At least for my situation)

Just a thought anyways! :)

:) Bailey

How would you dispense it though? I mean if you sign up for employee health insurance in one location is it valid nationwide?

I agree 100% with Vito's comments posted earlier in this thread.

In order to have a very well run and successful business, it is absolutely essential to find great people and make sure that they are happy, motivated and well compensated for their efforts... and then keep inspiring them and making things even better and better for them as your business grows.

More can be accomplished with a dedicated team of 5 excellent employees than a company that has 20 average or mediocre individuals. They are the front line that helps you acquire new customers and support them and ultimately, their collective success or failure will be that of your business as well in most cases.

I know that a lot of times, when a business is young - the overriding concern is how to financially get someone to agree to work for peanuts either because you are "bartering" some portion of their compensation or cut them in on some kind of future compensation... but both of these approaches have definite pitfalls.

With the first scenario, there isn't anything to keep the person motivated. They might start out interested and excited but their interest can quickly wane when the next (better) opportunity comes along and then you are back to the very beginning.

And with the second path, if your company doesn't grow as quickly as you anticipate, they may become just as disgruntled and leave your company - and not always on the best of terms. Plus, most folks will not have the patience to wait it out versus getting paid clearly in the here-and-now.

If your business is not yet in the position to be able to compensate someone at a market standard price - either part-time or full-time - you may just want to gut it out further and hold out until you grow things to the point where this becomes financially possible.

And when you do get there - make sure to search long and hard for the right person for the job. I personally feel that the single hardest aspect to managing a business is finding great people. Pick the right people and everyone benefits - pick the wrong people and you can create far more headache than benefit.