Personnel question

Discussion in 'Landscape Architecture and Design' started by TurfProSTL, Oct 17, 2006.

  1. TurfProSTL

    TurfProSTL LawnSite Senior Member
    Messages: 693

    If you were expanding into design/build (we’re almost exclusively mowing, fert & landscape maintenance now), what would you look for in an employee to start this division for you? Experience – education – salesmanship – hands on?

    How would you pay him/her? Salary – commission – bonus – gross – net?

    Any suggestions are appreciated…..
  2. tthomass

    tthomass LawnSite Gold Member
    from N. VA
    Messages: 3,498

    I would certainly want a college grad or someone who is well experienced if you can afford it. I'd say nothing less than $34,000 and experience and knowledge goes up from there.......also responsibility. You don't want to have to babysit them.
  3. Green-Pro

    Green-Pro LawnSite Bronze Member
    Messages: 1,420

    I've got a guy that has a lot of artistic skill, can plan/draw to scale, does really top notch work. He has a two year applied science horticulture degree, and is knowledgable about plants/trees, etc. and what works where and why. We are planning on paying him a year round salary, this was before he started doing some designs. For designs he gets a pre set $ amount if the clients just want the design done to scale and plan to do the work themselves or by someone else. he gets an even larger $ amount if the client wants the design and we also do the work.
  4. TurfProSTL

    TurfProSTL LawnSite Senior Member
    Messages: 693

    Thanks for the responses. Maybe others have opinions on what type of person to hire.....
  5. forestfireguy

    forestfireguy LawnSite Senior Member
    from nj
    Messages: 601

    re they are properly motivated. You can help this by treating him well, respect him as a person and respect his abilities. The line here is fine, rely too heavily on this person and he may try to take advantage of you. All I can say is feel out as many people as you can, We hire all new employees on a trial basis and will review their performance, relations with clients, and ATTITUDE at the end of their trial period. This practice has resluted in a good employee base, retention of employees is just as critical as retention of clients, sometimes even more so since lots of hardscaping and design/install jobs are one timers.
  6. mrusk

    mrusk LawnSite Gold Member
    Messages: 3,260

    I have a guy lined up to run a hardscape crew for me next year. This guy is most likely better than me and has more experience too. All i have to do is giving him the plan and spending a hour on site the first day and i know the jobs will come out good.

    I plan on paying him 17-18 to start. If it works out good, 25-30 an hour will not be out of the question in 2-3 years.


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