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Call: 905-845-4474

Solving Minimum Wage and Job Rate Issues


Many companies have employees – working on plant floors, warehouses, in general labor categories, or even higher up – who have difficulty if the hours they get or the amount of work they are assigned in “job rate” environments is at risk. They are people who work from paycheck to paycheck. The local cheque-cashing companies are rife with some of these folks, who just keep digging a deeper hole.

What are the implications of this? Here are a few to consider:

  • Do these employees bring this stress to the job, and if so how does it play out in the workplace?
  • What interactions can you expect between them and first line supervisors that might be harmful to the smooth functioning of the plant or warehouse?
  • What types of conversations are they having with others from work when they go have a beer together?
  • What are they saying to others in the community about working for you?

And yet, many companies can’t pay more for this work because of the competition. So what can we do about it?

Solving Min Wage issuesCreative Compensation

For a recent client, I suggested that they could easily tie compensation to the productivity of each individual and to each team. By getting creative with their compensation, they could put the accountability on the team to drive learning, gain productivity, self-police behavior that hurts the productivity of the team, and perhaps most importantly, to place control within the teams themselves.

I was able to prove to the owner that the increase in productivity and profitability of the plant would more than pay for the cost of the incentive system. Overheads and machine costs would be leveraged so much more that it was a no-brainer!

We need to get creative about our issues on compensation. 

Financial Literacy

What can we do, from a company perspective, to help our employees become financially literate? How can we keep them from living from paycheck to paycheck? To keep them from becoming the victims of Pay Day loan companies? 

Think about this one for a moment: what if we gave them access to financial advisors who could help them get their finances together? To help them pay off debt and eliminate high interest payments like credit cards?

While this won’t work for all employees, if only a handful of your team pull this off you will gain their loyalty and have another advocate on the shop floor instead of another voice in the chorus that sighs about how it stinks to work here.

Want to know what employees are really thinking? Do an employee engagement survey and follow clear steps in rolling out the results. Contact me for a complimentary initial consultation!

Start engaging your employees right away. Download my FREE cheatsheet for improving employee engagement in just 10 minutes!

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Written by Dwight Lacey

Dwight Lacey

Dwight is the President at Workplace Engagement Insights. He leads Workplace Engagement Insights with a clear understanding of the latest employee engagement research, survey best practices, and leadership styles that create successful businesses.

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