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The goal of any successful employee retention strategy is to create an environment where both full-time and hourly employees are engaged, motivated, and contribute to the business's success. Here is how to retain hourly employees, visit our website to know more!

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Benefits Of Incentive Programs For Employees | Protiv Bonus Program

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Benefits Of Incentive Programs For Employees | Protiv Bonus Program

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There are many benefits of incentive programs for employees and they provide tangible rewards for employees who meet or exceed performance expectations. These rewards can range from bonuses and gift cards to extra time off and public recognition. To learn more visit our website!

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Enhance your team performance with an employee performance program. It includes goal setting, performance metrics, regular feedback, training, time management, a positive work environment, incentives, and technology utilization. The goal is to support employees in achieving their potential and contributing to the organization's success. Contact us to know more!

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Motivating your Team with Best Employee Incentive Programs

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Motivating your Team with Best Employee Incentive Programs

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Motivate your team with the best employee incentive programs that aim to motivate and reward employees for their hard work and dedication. Here are some common features of successful employee incentive programs in our presentation. Read more!

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Unlocking the Secret to Effective Employee Incentive Programs For Small Business

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Unlocking the Secret to Effective Employee Incentive Programs For Small Business

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Employee incentive programs for small business can provide numerous benefits. By implementing effective programs, companies can increase productivity, boost morale, and reduce turnover rates. To know more, get in touch with us!

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How to Recruit the Best Workers for Business

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How to Recruit the Best Workers for Business

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Discover effective strategies for how to recruit the best workers with this comprehensive tips guide from Protiv. Learn proven methods to attract, assess, and hire the best candidates for your business's success.

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Blue White Illustration Business Order Infographic

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How To Recruit Better Hourly Employees in 2023

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How To Recruit Better Hourly Employees in 2023

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Discover effective strategies for recruiting high-quality hourly employees with our comprehensive tips guide. Learn how to recruit better hourly employees and attract top talent to enhance your workforce. Visit our website to know more!
https://www.sharepresentation.com/protivpropay/recruit-hourly-employees-2023

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Strategies for Improving Employee Attraction and Retention

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Strategies for Improving Employee Attraction and Retention

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Discover proven strategies to improve employee attraction and retention. Enhance company culture, refine recruitment practices, and optimize employee benefits. Unleash the potential of your team for long-term success today, to know more contact us now!

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Employee performance improvement strategies are used to improve the performance of employees. A good way to achieve this goal is through the use of a performance management system such as that offered by Protiv. For more information check out this presentation.

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Employee performance improvement strategies are used to improve the performance of employees. A good way to achieve this goal is through the use of a performan...

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Manage and supervise employee compensation with Protiv. Project-based compensation makes it easier for you to keep track of how much your employees earn, how often they are paid, and when bonuses are paid. To learn more about this check out this infographic.

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Manage and supervise employee compensation with Protiv. Project-based compensation makes it easier for you to keep track of how much your employees earn, how often they are paid, and when bonuses are paid. To learn more about this check out this infographic.

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Manage and supervise employee compensation with Protiv. Project-based compensation makes it easier for you to keep track of how much your employees earn, how often they are paid, and when bonuses are paid. To learn more about this check out this infographic.

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Pay for Performance is a system by which employees are rewarded based on their performance. If you have an employee who isn’t performing as expected or not meeting expectations in any way, then it may be time to consider implementing Pay for Performance into your business model. For more information check out this presentation.

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Pay for Performance is a system by which employees are rewarded based on their performance. If you have an employee who isn't performing as expected or not meeting expectations in any way, then it may be time to consider implementing Pay for Performance into your business model.

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Rewards Programs for Hourly Workers - protiv

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Rewards Programs for Hourly Workers - protiv

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Rewards programs are a great way to increase your income and build your savings. Protiv is the leading provider of rewards programs for hourly workers. Our programs are designed to help you save money and improve your productivity. For more information check out this infographic.

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Rewards programs are a great way to increase your income and build your savings. Protiv is the leading provider of rewards programs for hourly workers. Our programs are designed to help you save money and improve your productivity. For more information check out this infographic.

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Rewards Programs for Hourly Workers - protiv

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Rewards programs are a great way to increase your income and build your savings. Protiv is the leading provider of rewards programs for hourly workers. Our programs are designed to help you save money and improve your productivity. For more information check out this infographic.

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Top 3 strategies for employee attraction and retention

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Top 3 strategies for employee attraction and retention

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Employee attraction and retention is the process of attracting, hiring, developing, and retaining employees. If you want to keep your existing employees happy and motivated, here are the top three strategies that can help you do it. For more information check out this presentation

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Top 3 strategies for employee attraction and retention

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Employee attraction and retention is the process of attracting, hiring, developing, and retaining employees. If you want to keep your existing employees happy …

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What Are the Benefits of Incentive Programs for Employees?

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What Are the Benefits of Incentive Programs for Employees?

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Small-business owners utilize incentive schemes to motivate, recognize, and reward their staff for exceeding expectations. Incentive programs often go above and beyond regular wage and benefit agreements, and they might take the shape of monetary rewards, paid time off, or non-cash gifts. The use of incentives to motivate small-business employees has various benefits.

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Benefits of Incentive Programs for Employees - Protiv

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Small-business owners utilize incentive schemes to motivate, recognize, and reward their staff for exceeding expectations. Incentive programs often go above and beyond regular wage and benefit agreements, and they might take the shape of monetary rewards, paid time off, or non-cash gifts. The use of incentives to motivate small-business employees has various benefits.

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What is an employee referral bonus program?

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What is an employee referral bonus program?

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An employee referral bonus program is a way to incentivize employees to refer their friends and family members to your company. If you're looking to improve employee productivity, then look no further than Protiv. Protiv offers a bonus program that pushes them to realize their maximum potential and leads to productivity.

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An employee referral bonus program is a way to incentivize employees to refer their friends and family members to your company. If you're looking to improve employee productivity, then look no further than Protiv. Protiv offers a bonus program that pushes them to realize their maximum potential and leads to productivity.

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What is an employee referral bonus program.pdf

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An employee referral bonus program is a way to incentivize employees to refer their friends and family members to your company. If you're looking to improve employee productivity, then look no further than Protiv. Protiv offers a bonus program that pushes them to realize their maximum potential and leads to productivity.

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How to Implementing an Effective Pay-for-Performance Model

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How to Implementing an Effective Pay-for-Performance Model

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Pay-for-Performance Model describes a well-organized program where an employee is paid and rewarded for achieving goals or objectives. Find how it works!

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How to Implementing an Effective Pay-for-Performance Model

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When it comes to pay-for-performance models, a lot of businesses are unsure about how to go about implementing one. It can be difficult to know where to start, and even more difficult to make sure that the model is executed effectively.

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4 Tips for Recruiting Better Hourly Employees

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4 Tips for Recruiting Better Hourly Employees

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Hourly hiring can be tricky. Join Protiv today to learn the best way to retain your hourly employees and keep them highly productive. Use the best employee management platform to keep your employees efficient always. For more information check out this Presentation

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4 Tips for Recruiting Better Hourly Employees

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Hourly hiring can be tricky. Join Protiv today to learn the best way to retain your hourly employees and keep them highly productive. Use the best employee man...

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How Can Employers Benefit From Rewards Programs For Hourly Employees?

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How Can Employers Benefit From Rewards Programs For Hourly Employees?

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We have seen hourly workers working their fingers to the bone; despite not getting enough according to worth! How can we gratify employees? What is it that matters to them? We apprehended the situation and brainstormed the ideas! And we came to a resolution, "Employee Recognition"... Eh? Yes, this is weighty more than anything else for them, so why don't we start it right away? And that's when we sow the seed of "Rewards Programs For Hourly Employees" i.e., Protiv. A program that aspires to employee recognition; after all, that's what they want at the end of the day! So, let's know more about these rewards programs to get insights; what say?

What are reward programs?

Give some thought to yesterday... When was the last time you put your soul into a project and created something you were proud of? You nailed that project and experienced that heartwarming feeling of victory, but don't you think it could have multiplied exponentially when others have observed that? This simple act of acknowledging accomplishment is the utmost boost for employee enthusiasm and enactment. That's what reward programs aim for; to inspire human potential!

Why are they important?

It goes without saying; that employees feel ownership and pride when rewarded for their contributions. They are keen to work just as hard on their next assignment if rewarded nicely. Indeed, recognition ties them to the organization, boosts performance, and enriches the likelihood they'll dwell.

Benefits of rewards programs for hourly workers

Much like a pat on the back for employees, these initiatives are innovative bonus programs that link wages to workers' productivity. The best reward for hard work! Here are the key benefits this program comes with:

Increases productivity

Naturally, employees will be more engaged at work when their victories are acknowledged with rewards. Teamwork will be more effective in order to reach the common goal, i.e., accomplishment! It goes without saying that when they get treated just the way they want, efficiency, productivity, timeliness, persuasion, and integrity all come together in the workflow.

They contribute more time and energy to achieve the goals and witness exceptional results.

When employees are rewarded for what they're doing and take dignity in it, they're entrusted to take control of their duties and are more likely to conclude them efficiently.

Employees work smarter and faster when being gauged among other employees or working toward a reward!

Also, to seek the "treat of rewards," they'll make sure to work with top-notch approaches and bring superiority.

Loyalty & longevity with the organization

Gratified and committed employees are more likely to stick around; full stop! 69% of Human Resources affirm that reward programs influenced employee retention and longevity with the company. That's because employees want to work for companies; these programs aid in appreciating them and show appreciation with actual actions. Of course, fusing rewards and credits are the efforts that will sustain employees in an organization. This contributes to the organization's long-term growth and success.

Motivate & boost employees' morale

There is no limit to human potential; it's all about when you realize your abilities. These programs eventually boost employees in order to do the tasks with accuracy and efficiency. Rewards programs for hourly workers reinforce friendly rivalry among them; they compare their performance with each other and persist in doing better next time. This leads to greater employee engagement and enhanced retention, creating a more optimistic workplace.

Protiv: a perfect example of rewards for employees!

Let's take Protiv as an example; Protiv, a revolutionary incentive program for employees, was launched to provide automatic bonus pay based on employees' safety, quality, and productivity at the workplace. The quicker employees achieve their tasks, the higher their hourly rate is!

Bottom Line

Are you planning to acknowledge your employees? Protiv can help you begin! Based on rewards programs for hourly employees approach; we have brought this platform to the market to merge customer service management with employee recognition. Indeed an initiative so all hourly workers get treated fairly and incentivized correctly.

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Employers Benefit From Rewards Programs For Hourly Employees

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We have seen hourly workers working their fingers to the bone; despite not getting enough according to worth! How can we gratify employees? What is it that matters to them? We apprehended the situation and brainstormed the ideas! And we came to a resolution, "Employee Recognition"... Eh?

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How to Manage Construction Workers in 3 Simple Steps

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How to Manage Construction Workers in 3 Simple Steps

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Here is a quick guideline from Protiv on how to manage your construction workers on/offsite. Protiv is a platform that gives you advice on the best way to recr...

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How to Keep Field Teams Accountable without Micromanaging

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How to Keep Field Teams Accountable without Micromanaging

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How to Keep Field Teams Accountable without Micromanaging

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As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority.

However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work. Consequently, it results in higher turnover, high labor costs, and an unproductive team.

If you are struggling to keep the field team accountable, you often say things like

I wish they care more about their work. I need better employees ... You are not alone if you feel like you are constantly micromanaging your employees.

In this article, I will guide you through what causes a lack of accountability and how to keep teams' accountable without micromanaging, investing in accountability software, or team bonding section.

What causes a lack of accountability in field workers?

Accountability is a vital part of a successful business. It supports a positive work environment and improves job satisfaction and team efficiency. But, building a culture that promotes accountability amongst employees can be difficult for field teams who work independently.

Although it might seem like employees aren't dedicated to their work, the lack of accountability is rooted in many underlying factors. What are some causes of lack of accountability?

Disengaged employees are often not proud of their work or motivated to deliver quality results. The root cause of this is a lack of interest from top management. Employees who feel neglected and unappreciated for their work will not be motivated to do more.

When specific goals, roles, and responsibilities aren't assigned to an employee, it creates a culture of irresponsibility. Hence, there's nothing to measure employees' performance against and keep them accountable.

Employees need to have complete tools to deliver quality work. Finding motivation and enthusiasm for their work will be difficult when they lack the right tools.

A workplace culture that makes it difficult for employees to make mistakes, learn or express their views is unhealthy for building accountability. Employees need to have access to express their needs and also be able to grow without feeling unappreciated or afraid of being laid off for the slightest mistakes.

Problems caused by lack of accountability

A company with a poor accountability culture faces many challenges. A team's productivity often depends on employees' accountability individually and as a team. A lack of accountability in your contracting business can lead to the following problems;

Increase in poor quality work

Decreased efficiency and productivity

Decreased employee engagement

Low morale

Increase in employee turnover

How to keep the field team accountable with an incentive program

Managing a contracting business is difficult. You'll often struggle with high labor rates while maintaining high-quality work and competing with bigger companies. This often leads to an inability to provide competitive wages, which results in a team's poor productivity and accountability.

The pay-per-hour system used by business owners isn't so effective and often contributes to a lack of accountability in the field.

The current pay system rewards employees for work done per time without considering productive time worked.

That is;

$ per hour x time = Total pay.

Therefore, employees tend to waste time working on a project, so they can get more or because there are no rewards for finishing tasks fast.

To increase productivity and keep the field team accountable, you have to implement an incentive-based payment that ties employees' wages to productivity by modifying the $ per hour x time = Total pay system.

You can implement the Protiv pay system

$ per productive work x time = Total pay

Where productive hour = labor/ time

By implementing the incentive pay system, employees can earn more on a project, ultimately motivating them to deliver quality work, keep each other accountable, and maintain productivity.

Lack of accountability amongst field employees is often not a deliberate act. It results from work-related issues like low wages, limited resources, poor employee engagement, etc. You can build an accountable team by listening to employees' needs, tracking performance, measuring results, and understanding their position.

At Protiv, we help contracting companies build a culture that fosters accountability, productivity, and employee engagement using the Protiv pay system.

Sign up for a demo on how we can help you reduce your labor cost by about 10% and improve revenue while paying employees better wages and delivering quality projects.

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How to Keep Field Teams Accountable without Micromanaging

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As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority. However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work.

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How to Manage Construction Workers in 5 Simple Steps

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How to Manage Construction Workers in 5 Simple Steps

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Labor costs remain the top priority of many construction companies. As a construction company owner or manager, you already understand that good project supervision boosts worker performance and aids in completing projects within allocated budgets. However, managing construction workers is markedly more difficult when they are unmotivated. A motivated workforce is more productive, making a proper understanding of management techniques to boost workers' motivation and, thus productivity a critical objective.

In this post, you'll learn five proven ways to manage construction worker motivation and productivity from experts who have accumulated years of experience managing high-volume construction operations.

5 Effective Ways to Manage Construction Workers

These are the five surefire ways to manage construction worker motivation:

Setting well-laid down expectations is the first step. Employees need to understand both "what to do" and "what success looks like". Humans like to know what is expected. When left vague, you will not get the same consistent movement to the objectives you have. When things are not clear, you also spend more time handling questions and, even worse, finding that work was incorrect.

Establishing clear goals, quality levels, and key performance indicators helps establish a picture of success, motivating workers to deliver high-quality jobs on schedule. Moreover, if a manager wants to accurately track employee performance, having clear expectations and goals supports accurate measurements of such performance.

A survey by Gallup revealed that companies that prioritize employee engagement see 17% higher productivity than companies that do not.

We invest in many tools to communicate with clients, owner reps, architects, engineers, vendors, and our management teams. This communication is vital to the success of a construction project. Communicating with front-line construction workers is equally crucial but often does not get the same level of systems or attention. As a result, the team that actually does the work often gets the least information.

It is important that communication goes beyond just "project specifications" and moves to a level of engagement on things like best practices, schedule changes, and logistical situations (materials, permits, inspections, etc), just to name a few. It is equally important to take input on opportunities to improve the project quality, speed, safety, costs, etc.

In some ways, the most critical is that management should share with employees both micro and macro goals on their job. As an example, you might share both that to make the job profitable, the job needs to be completed in this set target number of hours and maybe that the goal is to spend less than $XX,XXX on materials. Whatever works for your projects that lets you share MORE details with the front-line workers who will make or break those goals.

Adopt technology that has specific benefits, not theoretical ones

Construction companies have many moving parts, and there seem to be "systems" for making all of it better in some way. Estimating, logistics, contracts, materials, permits, safety, project management, change orders, performance management, payroll, and so many more. Since it is not possible to implement everything or even to know what is going to deliver on its promise, the recommendation we have is to focus on systems that have the most specific benefits.

In particular, adopting solutions for managing change orders can have an almost immediate impact and a good project management platform is likely critical. Since we have established employee engagement is critical, we feel platforms that feature improved communication are of extra benefit. The best systems impact communication and improve multiple KPIs.

For example, Protiv helps construction companies to more accurately estimate project costs, set target labor expenses, and reward workers for their productivity. Combined with its engagement tools to keep workers informed about goals, it combines many values into one platform.

A recent survey revealed that 39% of employees feel underappreciated, while 77% say they will work harder if recognized. However, it is important to understand what "recognized" means to an hourly worker living paycheck to paycheck. Let's face it; construction work can be difficult, so frankly, "recognition" means that they want to get paid if they are going to "work harder".

Our goals are not as simple as just "work harder". We need a lot more specificity. This means establishing the KPI that those workers can personally (or as a team) actually impact. You would not want to have a reward program for your carpenter that was tied to something controlled by the architect.

We might often broadly put most of our KPI into the buckets of schedule, quality, and safety. Now it is important to recognize that rewards have to be linked directly, to the behaviors that make a difference in your KPIs. So this gives us two key learnings - 1) Rewards need to be linked directly to the achievement of KPI, and 2) the achievement of those KPI must be impacted, primarily, by the team you are looking to reward.

Doing this correctly creates a powerful set of positive changes for most construction teams. Managing workers is much easier when employees are personally motivated to achieve their goals. We need quality work done safely and on schedule. Rewarding employees for completing and delivering that quality work makes them feel like part of a team and recognized for "working harder".

Protiv helps construction companies to implement worker compensation based on KPIs, on targets like schedule adherence, material spending, quality, and more. The result is labor costs drop by 10% on average, and jobs finish 20% faster. For most contractors, this doubles profit margins.

You have some rockstar team members. The guys who just get it done every day. We love our best workers, but it is likely you have some that are, well, less. Since delivering safe, quality work consistently is the goal, anyone who risks achieving those objectives can be a real problem. Contractor's average profit margins are less than 3.5%, so missing KPIs due to underperforming team members can absorb all the profits really fast.

The faster you can identify underperformance issues the better. Using tools that link worker pay to the company KPIs helps expose workers who are holding you back. If they are just a little underperforming, there may be options for training, adjusting wages, etc. However, when the performance data shows others that are holding you back a lot, we recommend making changes quickly.

Manage construction workers with Protiv

Going forward, we are all hiring from a smaller and smaller pool of workers, which makes recruiting and retaining the best people in our industry increasingly competitive. In some cases, small mon/pop business owners often compete with prominent brands for top-skill employees.

Therefore, as you better understand construction workers' motivation, you can create a culture to attract and retain the best workers. Setting clear goals, improving employee communication, adopting technology solutions, correctly rewarding performance, and quickly addressing underperformance are all key steps to achieving this goal.

At Protiv, we help contracting companies build a culture that fosters accountability, productivity, and employee engagement, using ProPay. Similar to paying workers like subcontractors, Protiv will lower your labor costs by empowering your employees to complete quality jobs faster.

Sign up for a demo on how we can help you reduce your labor cost by 10% and probably double your average profit margins - all while paying employees better wages that are linked to the quality work they produce. An evolution to hourly pay, Protiv is transformational to contractors.

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How to manage construction workers, in 5 simple steps

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Labor costs remain the top priority of many construction companies. As a construction company owner or manager, you already understand that good project supervision boosts worker performance and aids in completing projects within allocated budgets. However, managing construction workers is markedly more difficult when they are unmotivated.

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Retention is one of the most important aspects of your business. It's important because it ensures you are hiring the right employees, lowers the cost of hiring new employees and increases employee engagement. For more information check out this presentation

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Retention is one of the most important aspects of your business. It's important because it ensures you are hiring the right employees, lowers the cost of hirin...

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Tips For Recruiting The Best Hourly Employees

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Tips For Recruiting The Best Hourly Employees

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Hiring and retaining hourly workers can be tricky. Join Protiv today to learn how to keep your employees motivated and productive while they're working for you. Using the best employee management platform can help your business succeed. For more information, see this infographic

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Tips For Recruiting The Best Hourly Employees

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Tips For Recruiting The Best Hourly Employees | Piktochart Visual Editor

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8 overlooked elements to an effective, sustainable incentive plan

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8 overlooked elements to an effective, sustainable incentive plan

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Have you struggled to put in place a consistent incentive plan that really works?

How many incentive plans have you been given, or given out, over your career? We find that some companies change their incentive plans about as fast as they change their shorts.

Usually this is because the plan is not performing as expected; Employees do not change behaviors, they are too expensive, or administration is too complex.

Here are some key elements to a great incentive program. You should ensure all of these are found, within your incentive structure.

Self funded by the targeted improvements.

If the program pays for itself, it is much easier to keep it going. Importantly, this allows you to feel good about the investment you are making.

Must change behaviors of participants

Incentive plans should specifically alter, in a positive way, the behavior and actions of your workers. If you do not see them doing anything different, why have a program?

Team members should feel in control of outcome.

If employee feels that they do not really control the achievement, of the goals in the incentive plan, they do not actively work to improve at the same level. It is critical to link incentives to specific improvements, ones the employee can at least somewhat personally control. Their "ownership" of success is what shifts behaviors.

For hourly workers, on weekly or bi-weekly paychecks, a Quarterly Bonus might as well be never. It is just too far away and decoupled from their day-to-day activity. A "Christmas Bonus"...that might as well be a death benefit. They have no connection to that money, on any given day, except maybe the night of the company Christmas party. Rewards must be "chronologically proximate" to the behavior. For our team members who are, in reality, living financially somewhat "paycheck to paycheck", this means rewards should be, literally, on their next paycheck.

In a great incentive plan, there should be some level of employee insight, specifically to financial impact of the behavior change it is looking to create. Hourly workers often feel like incentive plans are arbitrary. We share that they will receive X for accomplishing Y, but they simply do not believe that the company will keep its word. (Usually this is grounded in experience). Instead, share with them the financial objectives or triggers that create the rewards. This demonstrates the team nature of your business and often gets more employees to "think like owners". The transparency is rewarded by a commitment to achieving goals.

The program must be super easy to understand. If you cannot explain it with 2 numbers, in 2 minutes, you probably lost them. Simpler, the better.

Research shows that it is important for incentive plans to be consistent, so come up with a plan that meets the above best practices. Then, stick to it for at least a year. Give you team a chance to get used to the program and know how expectations, personal performance and rewards all come together.

Importantly, measure KPI before and after the program, to make sure it is delivering to expectations. If you would like more insights to bonus programs, recruiting, motivating and retaining the best workers, plus how to get the most productivity from your team, subscribe to our newsletter.

Incentives work, but plans must be organized to succeed. Follow the above best practices to get the most benefit from your program. Getting this right can have exceptional results and push your company culture and finances even higher. If you are looking for a ready-built solution, check out Protiv. Set a meeting with us to talk about your company's needs and next month your company performance could hit a whole new gear.

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8 overlooked elements to an effective, sustainable incentive plan

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Have you struggled to put in place a consistent incentive plan that really works? How many incentive plans have you been given, or given out, over your career? We find that some companies change their incentive plans about as fast as they change their shorts.

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How to Keep Field Teams Accountable without Micromanaging

# data[].attributes.subject
How to Keep Field Teams Accountable without Micromanaging

# data[].attributes.attachment_link.readable_text
As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority.

However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work. Consequently, it results in higher turnover, high labor costs, and an unproductive team.

If you are struggling to keep the field team accountable, you often say things like

I wish they care more about their work. I need better employees ... You are not alone if you feel like you are constantly micromanaging your employees.

In this article, I will guide you through what causes a lack of accountability and how to keep teams' accountable without micromanaging, investing in accountability software, or team bonding section.

What causes a lack of accountability in field workers?

Accountability is a vital part of a successful business. It supports a positive work environment and improves job satisfaction and team efficiency. But, building a culture that promotes accountability amongst employees can be difficult for field teams who work independently.

Although it might seem like employees aren't dedicated to their work, the lack of accountability is rooted in many underlying factors. What are some causes of lack of accountability?

Disengaged employees are often not proud of their work or motivated to deliver quality results. The root cause of this is a lack of interest from top management. Employees who feel neglected and unappreciated for their work will not be motivated to do more.

When specific goals, roles, and responsibilities aren't assigned to an employee, it creates a culture of irresponsibility. Hence, there's nothing to measure employees' performance against and keep them accountable.

Employees need to have complete tools to deliver quality work. Finding motivation and enthusiasm for their work will be difficult when they lack the right tools.

A workplace culture that makes it difficult for employees to make mistakes, learn or express their views is unhealthy for building accountability. Employees need to have access to express their needs and also be able to grow without feeling unappreciated or afraid of being laid off for the slightest mistakes.

Problems caused by lack of accountability

A company with a poor accountability culture faces many challenges. A team's productivity often depends on employees' accountability individually and as a team. A lack of accountability in your contracting business can lead to the following problems;

Increase in poor quality work

Decreased efficiency and productivity

Decreased employee engagement

Low morale

Increase in employee turnover

How to keep the field team accountable with an incentive program

Managing a contracting business is difficult. You'll often struggle with high labor rates while maintaining high-quality work and competing with bigger companies. This often leads to an inability to provide competitive wages, which results in a team's poor productivity and accountability.

The pay-per-hour system used by business owners isn't so effective and often contributes to a lack of accountability in the field.

The current pay system rewards employees for work done per time without considering productive time worked.

That is;

$ per hour x time = Total pay.

Therefore, employees tend to waste time working on a project, so they can get more or because there are no rewards for finishing tasks fast.

To increase productivity and keep the field team accountable, you have to implement an incentive-based payment that ties employees' wages to productivity by modifying the $ per hour x time = Total pay system.

You can implement the Protiv pay system

$ per productive work x time = Total pay

Where productive hour = labor/ time

By implementing the incentive pay system, employees can earn more on a project, ultimately motivating them to deliver quality work, keep each other accountable, and maintain productivity.

Lack of accountability amongst field employees is often not a deliberate act. It results from work-related issues like low wages, limited resources, poor employee engagement, etc. You can build an accountable team by listening to employees' needs, tracking performance, measuring results, and understanding their position.

At Protiv, we help contracting companies build a culture that fosters accountability, productivity, and employee engagement using the Protiv pay system.

Sign up for a demo on how we can help you reduce your labor cost by about 10% and improve revenue while paying employees better wages and delivering quality projects.

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How to Keep Field Teams Accountable without Micromanaging

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As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority. However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work.

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Employee Referral Bonus Program - Protiv

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Employee Referral Bonus Program - Protiv

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If you’re a small company and struggling to hire great employees, then contact Protiv. We are offering an employee referral program bonus program to reward employees who refer qualified candidates for available job openings. To know more check out this presentation

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Employee Referral Bonus Program - Protiv

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If you're a small company and struggling to hire great employees, then contact Protiv. We are offering an employee referral program bonus program to reward employees who refer qualified candidates for available job openings. To know more check out this presentation

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Rewards Programs for Hourly Staff - Protiv

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Rewards Programs for Hourly Staff - Protiv

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Rewards programs are a great way to boost your employee's morale and reward them for their hard work. If you are an employer wishing to improve gross margins along paying your workers well, you can rely on the employee rewards and incentives programs by Protiv

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Congrats! Your employer has launched Protiv, a revolutionary incentive program for workers. Protiv provides you automatic bonus pay, based on your safety, quality and productivity. The quicker you complete a job, the higher your hourly rate.

On average, employees see a 10% increase in hourly wages

90% of employees saw an immediate increase - on their very next check

Over 95% of employees on ProPay do not want to go back to traditional "Hourly".

"ProPay is much better. I make more money. Some of us were worried at first, but now we all know that ProPay is better and nobody wants normal hourly pay."

Frank P, Carpenter

"I've been on ProPay for many jobs now. You can always tell when workers are on ProPay and not hourly. They have energy and a reason for working hard, because they will make more money."

Lester R, Handyman

"ProPay has allowed us to pay our workers more and improve our gross margins at the same time. It has gone so well that we could never go back to normal hourly. My workers would get upset!"

Aaron S, Painting Company Owner

It's simple and automatic!

What is a ProPay?

A ProPay is a fixed amount you are paid to complete an assigned scope of work. It can be split amongst one or multiple people.

How do I receive my ProPay?

When a ProPay is assigned you will be notified through SMS with a link with all the details. Details will show amount, who else is assigned, project reference, date, and further information.

What is a Base Wage?

It is the minimum hourly wage an employee can make when receiving a ProPay.

How is ProPay split with multiple people?

Outside of everyones base wage earnings the remaining ProPay is paid based on the number of hours each employee worked on the ProPay.

How are ProPays' paid?

Every hour is paid at the Base Wage rate in the normal payroll cycle. When a manager approves the ProPay is complete the remaining balance will be paid in next pay check in full.

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Incentive & Bonus Program for Workers | ProPay Partners - Protiv

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Congrats! Your employer has launched Protiv, a revolutionary incentive program for workers. Protiv provides you automatic bonus pay, based on your safety, quality and productivity. The quicker you complete a job, the higher your hourly rate.

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Boosts employee engagement with Protiv, a ProPay partner. Employee bonus & engagement programs help you manage abstract work concepts - like employee satisfaction, engagement, and productivity. At Protiv, we've found a way to maximize both performance, quality, safety, and profitability for employees and employers together.

# data[].attributes.attachment_link.description
Boosts employee engagement with Protiv, a ProPay partner. Employee bonus & engagement programs help you manage abstract work concepts - like employee satisfaction, engagement, and productivity. At Protiv, we've found a way to maximize both performance, quality, safety, and profitability for employees and employers together.

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4 Tips for Recruiting Better Hourly Employees 

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4 Tips for Recruiting Better Hourly Employees 

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Hourly hiring can be tricky. Join Protiv today to learn the best way to retain your hourly employees and keep them highly productive. Use the best employee management platform to keep your employees efficient always. For more information check out this infographic

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It's a blank template | Piktochart Visual Editor

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Benefits of Incentive Programs for Employees - Protiv

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Benefits of Incentive Programs for Employees - Protiv

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There are many benefits of incentive programs for employees. This includes motivating employees, increasing productivity and retention, and improving overall employee satisfaction. Protiv offers innovative employee incentive programs for small businesses and big businesses to motivate, recognize and reward staff members.

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There are many benefits of incentive programs for employees. This includes motivating employees, increasing productivity and retention, and improving overall employee satisfaction. Protiv offers innovative employee incentive programs for small businesses and big businesses to motivate, recognize and reward staff members.

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Benefits of Incentive Programs for Employees - Protiv

# data[].attributes.attachment_link.description
There are many benefits of incentive programs for employees. This includes motivating employees, increasing productivity and retention, and improving overall employee satisfaction. Protiv offers innovative employee incentive programs for small businesses and big businesses to motivate, recognize and reward staff members.

# data[].attributes.body
If you want to keep your staff happy, productive and motivated, then you need to join Protiv. It is a great option for employers, who want to keep their employees happy and productive at all times. This is because it provides them with all the tools they need to manage their workforce effectively, including time tracking, expense management and more.

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If you want to keep your staff happy, productive and motivated, then you need to join Protiv. It is a great option for employers, who want to keep their employees happy and productive at all times. This is because it provides them with all the tools they need to manage their workforce effectively, including time tracking, expense management and more.

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How to Manage Construction Workers in 3 Simple Steps

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How to Manage Construction Workers in 3 Simple Steps

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Here is a quick guide from Protiv on how to manage your construction workers on/offsite. The company can help you find the best employees, keep them happy and motivated, and ensure that they do their job well. To know more check out this presentation.

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How to Manage Construction Workers in 3 Simple Steps

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Here is a quick guide from Protiv on how to manage your construction workers on/offsite. The company can help you find the best employees, keep them happy and motivated, and ensure that they do their job well. To know more check out this presentation.

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How to Improve Employee Productivity - Protiv

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How to Improve Employee Productivity - Protiv

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If you're looking to improve employee productivity, then look no further than Protiv. Protiv offers a bonus program that pushes them to realize their maximum potential and leads to productivity. For more information check out this infographic

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How to Improve Employee Productivity.pdf

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If you’re looking to improve employee productivity, then look no further than Protiv. Protiv offers a bonus program that pushes them to realize their maximum p…

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Employee Performance Evaluation - Protiv

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Employee Performance Evaluation - Protiv

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Employee performance evaluation is important because it helps you to understand how your employees are doing, identify areas of improvement or areas where they excel and set goals for them. To know more check out this infographic

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Employee Performance Evaluation - Protiv

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Employee performance evaluation is important because it helps you to understand how your employees are doing, identify areas of improvement or areas where they...

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Five benefits of incentive programs for employees an incentive program. Protiv found that incentives for staff can help motivate individuals to perform better, 

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5 Key Benefits Of Incentive Programs For Employees - Protiv

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5 Key Benefits Of Incentive Programs For Employees - Protiv

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5 key benefits of incentive programs for employees - protiv

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5 key benefits of incentive programs for employees - protiv ppt

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5 Key Benefits Of Incentive Programs For Employees - Protiv

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Five benefits of incentive programs for employees an incentive program. Protiv found that incentives for staff can help motivate individuals to perform better, stay involved, and take action. For more info, visit our website today!! Slideshow 11587931 by protivpropay

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Employee Performance Evaluation: What It Is & Why it Matters?

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Employee Performance Evaluation: What It Is & Why it Matters?

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Employee performance evaluation is the most critical part of the performance management process. In this article, we will look at what it is, why it matters, and how one can improve their performance evaluation process. Visit protiv.com to learn more benefits about employee performance evaluation.

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Employee Performance Evaluation What It Is & Why it Matters

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Employee performance evaluation is the most critical part of the performance management process. In this presentation, we will look at what it is, why it matters, and how one can improve their performance evaluation process. Visit protiv.com to learn more benefits about employee performance evaluation.

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Top 6 Strategies for Employee Attraction and Retention - Protiv

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Top 6 Strategies for Employee Attraction and Retention - Protiv

# data[].attributes.body
Employee attraction and retention are key to success for any business. If you want to earn more customers and retain your good ones, here are 6 strategies for employee attraction and retention from Protiv.

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Employee attraction and retention are key to success for any business. If you want to earn more customers and retain your good ones, here are 6 strategies for employee attraction and retention from Protiv.

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Top 6 strategies for employee attraction and retention - Protiv

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Employee attraction and retention are key to success for any business. If you want to earn more customers and retain your good ones, here are 6 strategies for employee attraction and retention from Protiv.

# data[].attributes.headline
How to Keep Field Teams Accountable without Micromanaging

# data[].attributes.subject
How to Keep Field Teams Accountable without Micromanaging

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As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority.

However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work. Consequently, it results in higher turnover, high labor costs, and an unproductive team.

If you are struggling to keep the field team accountable, you often say things like

I wish they care more about their work. I need better employees ... You are not alone if you feel like you are constantly micromanaging your employees.

In this article, I will guide you through what causes a lack of accountability and how to keep teams' accountable without micromanaging, investing in accountability software, or team bonding section.

What causes a lack of accountability in field workers?

Accountability is a vital part of a successful business. It supports a positive work environment and improves job satisfaction and team efficiency. But, building a culture that promotes accountability amongst employees can be difficult for field teams who work independently.

Although it might seem like employees aren't dedicated to their work, the lack of accountability is rooted in many underlying factors. What are some causes of lack of accountability?

Disengaged employees are often not proud of their work or motivated to deliver quality results. The root cause of this is a lack of interest from top management. Employees who feel neglected and unappreciated for their work will not be motivated to do more.

When specific goals, roles, and responsibilities aren't assigned to an employee, it creates a culture of irresponsibility. Hence, there's nothing to measure employees' performance against and keep them accountable.

Employees need to have complete tools to deliver quality work. Finding motivation and enthusiasm for their work will be difficult when they lack the right tools.

A workplace culture that makes it difficult for employees to make mistakes, learn or express their views is unhealthy for building accountability. Employees need to have access to express their needs and also be able to grow without feeling unappreciated or afraid of being laid off for the slightest mistakes.

Problems caused by lack of accountability

A company with a poor accountability culture faces many challenges. A team's productivity often depends on employees' accountability individually and as a team. A lack of accountability in your contracting business can lead to the following problems;

Increase in poor quality work

Decreased efficiency and productivity

Decreased employee engagement

Low morale

Increase in employee turnover

How to keep the field team accountable with an incentive program

Managing a contracting business is difficult. You'll often struggle with high labor rates while maintaining high-quality work and competing with bigger companies. This often leads to an inability to provide competitive wages, which results in a team's poor productivity and accountability.

The pay-per-hour system used by business owners isn't so effective and often contributes to a lack of accountability in the field.

The current pay system rewards employees for work done per time without considering productive time worked.

That is;

$ per hour x time = Total pay.

Therefore, employees tend to waste time working on a project, so they can get more or because there are no rewards for finishing tasks fast.

To increase productivity and keep the field team accountable, you have to implement an incentive-based payment that ties employees' wages to productivity by modifying the $ per hour x time = Total pay system.

You can implement the Protiv pay system

$ per productive work x time = Total pay

Where productive hour = labor/ time

By implementing the incentive pay system, employees can earn more on a project, ultimately motivating them to deliver quality work, keep each other accountable, and maintain productivity.

Lack of accountability amongst field employees is often not a deliberate act. It results from work-related issues like low wages, limited resources, poor employee engagement, etc. You can build an accountable team by listening to employees' needs, tracking performance, measuring results, and understanding their position.

At Protiv, we help contracting companies build a culture that fosters accountability, productivity, and employee engagement using the Protiv pay system.

Sign up for a demo on how we can help you reduce your labor cost by about 10% and improve revenue while paying employees better wages and delivering quality projects.

# data[].attributes.attachment_link.title
How to Keep Field Teams Accountable without Micromanaging

# data[].attributes.attachment_link.description
As a contracting company manager, delivering quality work in record time while maintaining a low labor cost is a top priority. However, it's often hard to manage a team of field workers and keep them accountable. Employees tend to show apathy towards their work, waste time on a project or deliver low-quality work.

# data[].attributes.headline
Best Ideas for Employee Bonus and Incentive Programs - Protiv

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Best Ideas for Employee Bonus and Incentive Programs - Protiv

# data[].attributes.body
Protiv is creating new possibilities for businesses with the latest and greatest ideas for employee bonuses and incentive programs. We offer the best ideas to ensure much greater productivity. Visit now for more info!!

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Best Ideas for Employee Bonus and Incentive Programs - Protiv

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Protiv is creating new possibilities for businesses with the latest and greatest ideas for employee bonuses and incentive programs. We offer the best ideas to ensure much greater productivity. Visit now for more info!!

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Motivate your employees with the 5 Tips For Keeping Your Employees Motivated from Protiv. This is a platform that can help you keep up with your business' employee motivation. Visit to know more!

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Motivate your employees with the 5 tips for keeping your employees motivated from Protiv. This is a platform that can help you keep up with your business' employee motivation. Visit to know more!

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Motivate your employees with the 5 tips for keeping your employees motivated from Protiv. This is a platform that can help you keep up with your business' employee motivation. Visit to know more!

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7 Employee Motivation Tips and Benefits - Protiv

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7 Employee Motivation Tips and Benefits - Protiv

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Motivating employees has never been easy. With so many reasons employees might not be motivated to work, it is hard to know what you can do. At Protiv, we have put together 7 tips and benefits that will help you motivate your team. For more info, visit our website now!!

7 Employee Motivation Tips and Benefits www.protiv.com Employee motivation Employee motivation is an important issue for many businesses. The energy, commitment, and creativity brought to work by employees determine how engaged and productive they are. Of course, higher employee motivation leads to better engagement and productivity. 7 Benefits of High Employee Motivation Handle uncertainty better Are better problem-solvers Are more innovative and creative Are more productive Understand the company's goals better I II III IV V VI Work towards achieving their own goals VII Have a good impact on other employees Problem-solving skills are something most employers look for in their employees. If you have employees who are motivated, they will also work harder to solve problems and challenges. Because motivated employees are much more engaged, they are also more self- confident in what they do. Consequently, they know how to react in difficult situations. Handle uncertainty better 1. 2.Are better problem-solvers 3.Are more innovative and creative When employees are motivated and engaged, they think about innovative ideas that could help optimize business performance. 4. Are more productive More motivation and engagement often lead to more productivity. Therefore, companies with motivated employees are often more productive than others. Hay Group's research on employee motivation proved that offices with engaged employees are 43% more productive. 5. Understand the company's goals better Motivated employees want to understand how their work contributes to the overall company success. Therefore, they always want to understand what the company's mission, vision, and objectives are. 6. Work towards achieving their own goals By understanding the company's goals, motivated employees are excellent in understanding and achieving their own goals. Disengaged employees often have a negative impact on others. In addition, their negativity may create an unhealthy company culture. 7. Have a good impact on other employees Conclusion

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7 Employee Motivation Tips and Benefits - Protiv

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Motivating employees has never been easy. With so many reasons employees might not be motivated to work, it is hard to know what you can do. At Protiv, we have put together 7 tips and benefits that will help you motivate your team. For more info, visit our website now!!

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Tips & Guide on How to Recruit Better Hourly Employees

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Tips & Guide on How to Recruit Better Hourly Employees

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Businesses that are searching for hourly employees know that it is not an easy task. The factors that need to be in the employees are work ethics, professionalism, and reliability. In the US, the situation of hiring the right member for your team is also challenging. The areas requiring hourly employees are retail, contact centers,

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Tips & Guide on How to Recruit Better Hourly Employees

# data[].attributes.attachment_link.description
Businesses that are searching for hourly employees know that it is not an easy task. The factors that need to be in the employees are work ethics, professionalism, and reliability. In the US, the situation of hiring the right member for your team is also challenging.

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5 Best Employee Incentive Programs - Protiv

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5 Best Employee Incentive Programs - Protiv

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At protiv, incentives are one of the easiest and most effective ways to motivate a team. Here are 5 brilliant employee incentive programs that every company should know about. Visit now for more info!

# data[].attributes.attachment_link.readable_text
At protiv, incentives are one of the easiest and most effective ways to motivate a team. Here are 5 brilliant employee incentive programs that every company should know about. Visit now for more info!

# data[].attributes.attachment_link.title
5 Best Employee Incentive Programs - Protiv

# data[].attributes.attachment_link.description
At protiv, incentives are one of the easiest and most effective ways to motivate a team. Here are 5 brilliant employee incentive programs that every company should know about. Visit now for more info!

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ProPay is a cost-effective alternative to the traditional merchant account, providing individuals and small businesses the ability to process their customers' Visa®, MasterCard®, Discover®, and American Express® cards. And boost employee engagement with Protiv. Visit our website to know more!

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ProPay is a cost-effective alternative to the traditional merchant account, providing individuals and small businesses the ability to process their customers' Visa®, MasterCard®, Discover®, and American Express® cards. And boost employee engagement wi

# data[].attributes.attachment_link.description
ProPay is a cost-effective alternative to the traditional merchant account, providing individuals and small businesses the ability to process their customers' Visa®, MasterCard®, Discover®, and American Express® cards. And boost employee engagement wi

# data[].attributes.body
Coming up with great employee evaluation phrases is essential but usually difficult to put forward. Protiv is a good platform for learning the right phrases to employ in composing good performance reviews.

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Protiv was started with the belief that we could better inspire our team members to their highest potential. We believe employees who are treated fairly and incentivized correctly are more productive. We learned this firsthand with our own construction company, finding it hard to control labor costs as we grew. We wanted to reward our best employees for performing well, specifically against our safety, quality and schedule goals. We wanted to get the most productivity, while keeping quality and safety standards high. We started to question if there was a better way.
We needed a solution.
We tried different supervisors and bonus programs, but in the end, we identified that it would be better if our staff took more personal ownership of their work. We had subcontractors who worked faster and we liked the fixed cost, but we wanted more control than we get with subs. We had the idea to blend the fixed compensation of the subcontractor with our hourly internal team. We started with a few of our best people, giving them a fixed amount, based on tasks completed. The results were astonishing! Our staff quickly got ahead of schedule and earned more per hour. They started operating like a partner in the business, advocating for correct materials, requesting specific tools to speed up processes, hitting quality standards the first time and holding other team members accountable. We were eventually able to produce the same amount of work with 20% less staff. During this process, our team made more per hour, but our labor costs actually came down! We knew we had something special.

Empowering our employees to control their own earning potential excited us, and that feeling of excitement is what urged us to start Protiv. Most companies use a traditional compensation model, and the results leave much to be desired. At Protiv, we've found a way to maximize both performance, quality, safety and profitability for employees and employers together. Creating the correct incentive program can be a daunting task, but Protiv inspires your team to reach their full human potential.

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Lower Labor Costs & Increase Employee Productivity | Protiv

# data[].attributes.attachment_link.description
Protiv was started with the belief that we could better inspire our team members to their highest potential. We believe employees who are treated fairly and incentivized correctly are more productive. We learned this firsthand with our own construction company, finding it hard to control labor costs as we grew.

# data[].attributes.attachment_link.readable_text
Congrats! Your employer has launched Protiv, a revolutionary incentive program for workers. Protiv provides you automatic bonus pay, based on your safety, quality and productivity. The quicker you complete a job, the higher your hourly rate.

On average, employees see a 10% increase in hourly wages

90% of employees saw an immediate increase - on their very next check

Over 95% of employees on ProPay do not want to go back to traditional "Hourly".

"ProPay is much better. I make more money. Some of us were worried at first, but now we all know that ProPay is better and nobody wants normal hourly pay."

Frank P, Carpenter

"I've been on ProPay for many jobs now. You can always tell when workers are on ProPay and not hourly. They have energy and a reason for working hard, because they will make more money."

Lester R, Handyman

"ProPay has allowed us to pay our workers more and improve our gross margins at the same time. It has gone so well that we could never go back to normal hourly. My workers would get upset!"

Aaron S, Painting Company Owner

It's simple and automatic!

What is a ProPay?

A ProPay is a fixed amount you are paid to complete an assigned scope of work. It can be split amongst one or multiple people.

How do I receive my ProPay?

When a ProPay is assigned you will be notified through SMS with a link with all the details. Details will show amount, who else is assigned, project reference, date, and further information.

What is a Base Wage?

It is the minimum hourly wage an employee can make when receiving a ProPay.

How is ProPay split with multiple people?

Outside of everyones base wage earnings the remaining ProPay is paid based on the number of hours each employee worked on the ProPay.

How are ProPays' paid?

Every hour is paid at the Base Wage rate in the normal payroll cycle. When a manager approves the ProPay is complete the remaining balance will be paid in next pay check in full.

# data[].attributes.attachment_link.title
Incentive & Bonus Program for Workers | ProPay Partners - Protiv

# data[].attributes.attachment_link.description
Congrats! Your employer has launched Protiv, a revolutionary incentive program for workers. Protiv provides you automatic bonus pay, based on your safety, quality and productivity. The quicker you complete a job, the higher your hourly rate.