Thanks for the advice guys, I like the idea of a bonus, and make the bonus amount conditional on no call backs.Great advice from Tony. When you get a good one, be loyal to him and take care of him (or her). One thing that has worked great for me is to pay monthly bonuses based on performance. I accrue 5% from the labor of every job and give it to the crew leader as a bonus. If they get a callback, it comes out of his 5%. Gives him good incentive to do things right. The leader of my best crew got almost $1000 in May above and beyond his salary.
Thanks CA, and live to fish I'll search the threads to find whats already been writtenConcentrate on being the best manager of your business rather then proving to your employees that your the best technician in it.