What’s a Tech Worth?

Let’s say one of your technicians comes in to your office today and tells you she has to quit. What will it cost for you to find someone to take her place? If we take a very conservative look, here’s how the costs might break down:

Advertising the position in a newspaper or on-line: $300
Your time screening applicants: 5 hours x $30/hr = $150
Your time interviewing, at least 2 interviews per person: 10 hours x $30/hr = $300
Check references, pre-employment exam, drug testing, DMV and other checks: $350
Supplies and uniforms: $250
3 week’s training: 120 hours x $30/hr = $3600
Increased replacements during first 2 months: $500
Total: $5450

Add the cost of customer cancellations because they’re tired of the “revolving door” of techs coming in and out of their worksite and we’re well into the thousands of dollars.

Of course, your costs may vary and will most like be more. So if it costs your business, let’s say a minimum of $5,000 to replace a tech, how can you keep them on board?

1. Hire better. And hire the best people you can afford
2. Pay a decent wage. Nothing else you do will matter if your staff can’t afford to eat and pay the rent.
3. Train, train and train again. Set your employees up to succeed.
4. Keep staff meetings fun and interesting.
5. Cross-train to keep things interesting and develop your team.
6. Develop a career path and opportunities for promotions and learning.