{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"DogCo Secrets","title":"Should You Pay Per Piece Or Hourly For Your Pet Care Team? | Ep. 151","html":"","width":"100%","height":180,"duration":790,"description":"Should you pay your dog walkers and pet sitters per visit or by the hour? I’ve used both models, and while I prefer hourly pay for most team-based pet care businesses, there are situations where I would leave a working per-piece model alone.\n\nIn this episode, I explain how pay structure affects labor costs, the applicants you attract, and compensation for training and additional responsibilities as your company grows. I share what changed when I moved my own team to hourly pay, plus what to consider before changing yours. These are general business principles, not legal or state-specific HR advice. Please verify the requirements for employee pay, time tracking, and mileage reimbursement in your state before making changes.\n\n#PetCareBusiness #EmployeeCompensation #DogWalkingBusiness\n\n⏱️ Timestamps\n0:00 - Hourly vs. per-piece pay and important considerations\n2:12 - A hiring resource for owners starting to build a team\n3:20 - My experience moving from per-piece to hourly pay\n4:52 - When I would leave a working per-piece model alone\n5:58 - Comparing per-visit payouts with hourly labor costs\n8:27 - How pay structure can influence the applicants you attract\n9:44 - Anchoring compensation to time instead of individual tasks\n10:55 - Paying trainers for assessments and follow-up work\n11:55 - Building a pay structure that supports employee progression\n12:46 - Digital Summit tickets close September 30th\n\n🧠 Key Takeaways\n• Evaluate your pay model through labor costs, compliance, hiring quality, and employee retention\n• Switching to hourly pay reduced labor costs by about 12% in my own business\n• A compliant per-piece model that supports healthy labor costs and a stable team may not need changing\n• Compare per-visit pay with its hourly equivalent, accounting for drive time and service volume\n• Consider how your compensation structure communicates the type of job you are offering\n• Clear expectations around availability help you understand staffing capacity and plan for new...","thumbnail_url":"https://img.transistorcdn.com/giIAwXklX3Me6Y3AGv5KE7D-acdstcRIblascS9YzYQ/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9lZWI1/MjA3MDZhZGFiMzJj/YTEyZTUxMDc3Yjlk/ZWU1Yi5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}