In our previous article, we talked more about different leadership styles. One of the types on the list was transactional management. This style distinguishes from the list by its focus on reward systems. It’s said that a leader who implements the transactional method motivates the team with bonuses or gifts.
Although transactional leadership might not be the right choice in some companies, field service enterprises could find it beneficial for motivating employees.
The AttaCoin study shows that 88% of employees believe that rewards for great work are crucial for better engagement. You can encourage your team with new beanbags and a foosball table, but if you want them to be genuinely engaged, perhaps bonuses could be a better fit.
How Can Bonus Programs for Field Service Improve the Workplace?
In the field service companies, both speed and quality are priorities. Often yet, when you want to score with speed and quantity, you lose quality. Or vice versa. Reward systems help to avoid it. As employees know that fast and quality performance is praised, they do their best to achieve the set goals.
It’s only one of the numerous benefits – motivation programs based on reward systems also increase retention rates and form employee loyalty. However, as good as it sounds, many field service businesses find it challenging to establish a well-functioning bonus program. For this reason, we want to share a few tips to help you build an effective employee reward system based on our clients’ success stories.
Set up a Result-Driven Employee Reward System for Your Field Service Business
Bonus systems don’t happen overnight. You probably already know that at Tasker, we are crazy about planning and scheduling, so it comes as no surprise that the most excellent bonus programs come from thorough preparation.
Set reasonable goals
By all means, you want to shoot for the stars, which business doesn’t? But the right thing to succeed is a realistic approach. You can’t expect your team to achieve annual targets in one day, only because you offered a few extra bucks. First of all, it’s necessary to determine current performance. Then measure how many hours employees can devote and how fast they usually complete tasks, and only then set an increased target.
If you try to reach for new heights, it can cause chaos, because the team would still seek to attain goals for the sake of the bonus, but then their work might lose quality. Also, if the goals are too hard to achieve, then no one will get a bonus, and it would be a waste of time.
Yes, the SMART goals term is becoming a cliché in the business world. But it has a point. You can always set a vague target like “increase sales,” but it basically means nothing. The same goes for employee reward system goals. Setting specific, measurable, attainable, realistic, and time-focused targets will help get a better picture of employees’ performance and facilitate further evaluation.
Also, don’t get carried away with other companies’ examples. Always check what works for your workforce and which metrics bring value. For instance, if you operate in the heavy machinery industry, most likely, your goals would be longer-term-focused, while a plumbing service would concentrate on more tasks in a shorter period.
Keep quality in mind
We mentioned at the beginning that reward systems should encourage to seek both quantity and quality, but often one is left behind, and usually, it’s quality. A bonus system can easily break down if you don’t keep track. At first, it might seem that the team is more productive and efficient, but it’s difficult to spot shoddy quality work, especially in field service companies.
Another challenge is to find a reliable method to follow these metrics. Of course, you can choose Excel or a simple paper, but more accurate tools are needed to make it work. Tools such as field service management software. It enables you to follow the execution time and collect feedback from clients, which is vital when you gauge performance quality.
What works for one company might not do the thing for you. Again, it’s also good to consult with your staff to check what they prefer. Chances are they would choose money bonuses, but some also prefer gifts or vouchers. Also, worth keeping in mind that not all companies can provide money rewards.
It’s important to understand that rewards are not only to motivate employees but also show your appreciation for their hard work. So, if you can’t afford juicy checks at the end of the year, it’s not the reason to quit the reward idea. Some other ideas to boost employee motivation are birthday gifts, trips, team getaways, advanced equipment.
CLAAS Distributor Success Case
We wouldn’t write this article if we didn’t have our own examples to demonstrate. Tasker client Baltic Agro Machinery, CLAAS distributor, decided to set up a bonus program after the business implemented the Tasker FSM solution. The main idea behind the program was to encourage employees to deliver detailed task reports that include visual information, comments, time and resource summaries, and customer questionnaires. Comprehensive reports ensured customer satisfaction and immediate problem-solving.
After a while, the staff got comfortable with the system, and all reports were impeccable. The team was fast and efficient, the number of mistakes was almost 0, and thereby they received rewards.
Now, CLAAS distributor’s clients get faster and quality service and the team is motivated more than ever. The bonus program also expedited payments and cash flow.
Later on, the company also implemented another Tasker functionality called Task pool. It’s simple: there is a list of available tasks, and each technician can pick one when he or she is available at the time. This way, if employees finish all assigned tasks, they can earn more by completing additional assignments.
FSM software for an employee bonus program is a powerful tool to boost business success. If you want to learn more about the empowered workforce or find better ways to measure your team’s performance, visit our website and see what works for you.