Short interview between host Mike Andes and another speaker about employee turnover. The speaker reports both voluntary resignations and firings; many departing employees cite taking other jobs. The dialogue identifies variable pay (commission) volatility as a driver of churn and proposes increasing base hourly pay (example: to $17–$18) while lowering commission to reduce paycheck swings and improve retention.
Have you been firing people or they just been leaving?
Both. Some people leave. I have had to fire some guys just because we're a good fit.
And then for the people that left that were good workers.
Yeah.
Do you know why they left? Do they give any inclination?
I talked to some of them. A lot of them were just like, I got another job. I don't know what it was.
Has the trouble been the applicant side, though, or just keeping them.
Just keeping them on my. Indeed. I'm saying, like, you're making between 25 and $35 an hour. So, like, people love that. And then on the interview, I explained the commission process. Some of them don't get it. Most of them do. And the people that do get it, they're super interested in that because they're like, yeah, I've been working an job all my life. They want to get paid what they're worth.
The reason you had that churn is ultimately, people start to think about, like, I'm making 10 bucks an hour.
Okay.
And if they ever see that, even one paycheck, where that dives down.
Yeah.
Immediately they started like, I'm looking for a job.
I got to look for something. Yeah. I got to look for something more dependable.
Increase the base to, say, 17 or.
18, and then lower the commission. So they're making around the same amount. Exactly.
And then just go over with that. Hey, guys, I want to increase your base so there's no fear of you ever making less than 17, 80 bucks an hour.
Yeah. Great.
By doing that, we're going to bring the commission down. What do you think is fair?
