Need Feedback ASAP. Promoting to Manager

[angelcat04]

Please Help!!!

[Brian Oshman]

baby...

[TonyG]

....hot gay affair.

[angelcat04]

haha...sorry. It's a long story. Gotta re-type in a minute

[Brian Oshman]

How 'bout an explanation to your situation and not some after posting editing or I'm with Tony G and expecting some girl on girl action!

[angelcat04]

I have recently had a baby & I have made the decision not to return to work. Obviously, there are many things that need to be done that don't require you working the counter.

Anyway, I have a full time employee who is outstanding. She has stuck with us through everything! She is extremely reliable & our top salesperson. She is ready to become manager & I am ready to let her! I am really needing help trying to figure out what and how to pay her. YES, I HAVE USED THE SEARCH FUNCTION.

Currently, she is working 35 hrs per week @ $10 per hour , 10% comission on lotions & $5 on new EFT signups. During busy season her comissions average about $500 and $150 off season.

What I am having the hardest time with, is trying to figure out how most places figure a managers bonus or commission!!! I do plan on paying her mileage for any errands she runs & I plan on giving her a cell phone allowance of $50 per month. I understand that you don't want to pay them a commision on their sales because you don't want them to compete with your other employees. She will be taking over all of my responsibilities with the exception of bills, etc. I know that I will probably work a couple of days per week during busy season so I'm not going to be completely out of the picture by ANY MEANS. With that in mind, I dont' want to give her too much. (% of total sales).

PLEASE HELP!!!

[angelcat04]

I posted this question at tantalk & I tried to copy and paste it but some crazy stuff was coming up so I had to re-type. Sorry, no girl on girl action. Not tonight at least! LOL!

[sunsally]

It all comes down to -- how much is it worth it to you to be able to stay at home with your new baby while this gal takes over for you and is in charge of keeping your business AS GOOD as it has always been - or growing it!?

A few thoughts:

1. The top salesperson is OFTEN not the best manager! Make sure you think she will be your best MANAGER, not that she is just currently your best salesperson!

2. Taking your TOP SALESPERSON out of selling (plus yourself) is DEFINITELY going to have a negative impact on your sales! Make sure you or she knows how to recruit, hire and train OTHER top salespeople to take your place or the business will suffer.

3. That said -- why take her out of the commission race? If she is working the schedule in place of a staff member and makes a sale - why wouldn't you pay her commission? If nothing else, her ability will be an example for the other staff that work with her on that shift or follow her and see how well she did!

4. At a minimum - this needs to be a FINANCIAL improvement. So if she is currently making $350/week in hourly pay plus $150 - 500 in commissions (weekly? monthly?) on only 35 hours then you need to match that and then some. Keep in mind - as manager, you PROBABLY expect her to work MORE than 40 hours/week! So you have to factor that in too. If she is going to be working 40-50, then her pay has to cover that increase as well as the increased responsibility - and maybe the decrease in commissions

5. Think about what you REALLY need/want her to do. When you say she is going to take over "all your responsibilities besides the bills" -- Payroll (reporting and signing)? Scheduling? Inventory ordering? Promotions planned? Advertising committed? A lot of those things MAY be things you can still do very easily from home - and maybe should be. Again - if she is a TOP SALESPERSON - do you want to turn her into an administrator or do you want to have her be the on-site eyes & ears for you as well as the "example" to lead the rest of the team?? Do you just want HER to be the person that gets the call - and has to cover - if someone doesn't show up for a shift?


In the end - you get what you pay for. If this gal is devoted to your business and a top salesperson - think of what it would cost you to LOSE her!

Figure out how much time you want her working the counter and how much time you want her doing "other" given what you typically did and what you'll do going forward. If she is going to be working less than her 35 hours at the counter (and making less commissions for this), make sure to cover at least this with her pay. Then put in team/store goals based on last year's sales. But again - if you are taking both yourself and her out of the selling mix and you two are the best - don't expect the store to do as well or better unless you first are able to get even better salespeople than yourself on board.

Hope that helps. Feel free to expand more based on what I've asked.

[Beach Bum]

Here's a thought, ask her what she thinks is fair for her to make. But approach it where it's clear you have the final say.

Or, increase her pay from what it is now by about 10% to 15% and tell her you will re-evaluate it after a probation period.

Also, sell it to her that it's not all about the money, but the responsibility and POWER she will also have.

It seems she is a quality employee from your posts, so don't heisitate to promote her. Go for it. Good luck!

[eyecandytanning]

Give her a percent of the stores total or bonus for hitting certain goals as a store.

[stang]

I Will work for you!I could live off that salary.Were do I sign?

[Mojave Tan]

Hold her accountable to store goals.
X % increase = $
XX% incrase = $$

Don't forget shrink/inventory.
She will need goals for these too and bonus incentive for achieving.

STore EFT goals + incentive.

Give her an allowance to use for store rewards.
Monthly, weekly and always based on achieving & exceeding goals.

Why a cell phone deal? How is your revenue benefitting from her talking on the phone on a new Blackberry?

You should see the end results and they should benefit you in order to compensate your new managers efforts.

[angelcat04]

Thanks everyone for the feedback. This helps so much.

Cell phone allowance because all calls will be going to her. The salon is constantly calling my cell & I want them calling her instead.