I love digging into the data. When a business owner tells me "this is working," I want to see the numbers.
So we jumped into their ServiceTitan account to dig into the real impact of launching a performance-based pay plan.
To get a clear picture, I ran a simple comparison: the six months before they implemented performance pay vs. the six months after. This way, we could isolate the variables and see exactly what changed when the team’s incentives changed.
In just six months, the new incentive plan drove a $1.16M impact on revenue. In this newsletter, I’m going to break down how this company generated this results.
Webinar: How Performance Pay Drove $1.16M in Revenue Growth
Next week, we’re going in depth on this data. In this webinar, we'll show you how this ShareWillow customer generated $1.16M in additional revenue. Plus, we'll give you the framework to replicate this success.
What you’ll learn:
How to build an incentive plan that increases average ticket while lowering callbacks.
How to find and track the KPIs that will drive the most revenue for your business.
How to motivate your techs using performance pay and incentives.
The Average Ticket Size Increased
The first and most dramatic change after they launched performance pay was the average ticket size.
In the six months before ShareWillow, the company was already doing well, bringing in over $9M in revenue. But in the six months after launching their new performance pay plan, their average ticket size jumped by 10%.
The business generated over $13.5M in total revenue during that "after" period, a $4 million increase. A lot of that growth came from the team simply completing more jobs.
But I wanted to isolate the impact of just the ticket-size change.
So I ran the numbers. If this company had done the exact same number of jobs as the previous period, that 10% higher average ticket alone would have generated an extra $1M in revenue.
Callbacks Dropped While Job Volume Grew
In the six months after launching ShareWillow, the company actually did more jobs and if you’re playing percentages more jobs should mean more callbacks.
In the "before" period, they had 195 callbacks. In the "after" period, with a higher job volume, their callbacks decreased to 188.
The team wasn't just selling more, they were doing more jobs right the first time because the compensation plan was designed to reward quality, not just speed.
If their callback rate had stayed the same with their new, higher job volume, they would have had 223 callbacks.
By reducing their actual callbacks to 188, they saved themselves from re-doing 35 jobs.
Those 35 saved callbacks aren't just a cost saving. That's 35 new appointments your team can run. At their new, higher average ticket size, that's an extra $41,000 in recaptured revenue.
The $1.16M Impact
From improving two KPIs (average ticket value and callbacks), this company saw a $1.16M revenue impact in six months.
When you give your team a clear reason to chase the same goals you have, your business grows.
I’ll be diving into this data and showing how your business can drive growth through performance pay in our new webinar next week. You can register here (it’s free).
Want to skip ahead? Book a call with my team here to discuss how performance pay can unlock growth for your business.
On the Podcast: “I Told My Techs to Work Slower... And We Made MORE Money.”
In this interview, I spoke with Jason Brown, owner of a growing restoration, carpet cleaning, and air duct cleaning company. Jason reveals his struggle with inconsistent, "no rhyme or reason" bonuses that failed to motivate his team and the real cost of "rushing."
Learn why "slowing down" is the key to building trust, and how using empathy and storytelling gives you permission to sell more and win customers for life.