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2 Of The Most Important Requirements To Establish With New Pet Sitting Employees

How exciting! You just hired a new pet sitting employee for your company and now comes the training period. But how exactly do you teach someone and ensure that they not only understand but will agree to all the policies and procedures you have created for your business? How do you make sure they respect the boundaries that they are working in and your position as their boss?

Every day you’ll fight an uphill battle if the rules and boundaries of your pet sitting company aren’t properly set up. That means having a training program that teaches your staff members the employee handbook and training manual.

If you don’t have these things, prepare for your foot to hurt a lot – and often –  as you’re basically shooting at it as soon as you pop out of bed.

Just having rules isn’t enough, though.

They need to be clear, constantly updated and taught in a way that ensures employees
A) understand and
B) agree

 

 

Requirement #1 When Employees Understand:

For new pet sitting employees to understand rules, you’ll need a few different things during training such as:

  • Funny videos, pictures, and good personal stories stressing the importance of certain policies.
  • Handbook and policies are written in language that is simple, easy to read, and to the point.
  • An effective shadowing process to tie up loose ends at the culmination of training.
  • A process of about 1-2 weeks. It should be drawn out over a few days (and up to a few weeks) and may include shadowing in the field too.
  • Ultimately, the best way to make sure they’ve satisfied your company’s “understanding” requirement is that you could administer an employee-exam covering important policies and things employees frequently mess with.


Requirement #2 When New Pet Sitting Employees Agree:

When it comes to agreeing, we aren’t just talking about signing on the dotted line. When your employees don’t just know the policy, but truly agree with it, you’ll have an easier time offering them constructive criticism and giving out consequences.  It’s your job to make sure they agree. You’ll want to go out of your way for this one.

 

Include Your New Pet Sitting Employee To Get Them To Agree

During training, let them engage with you about policy and keep open the possibility of you tweaking or changing the rules based on their advice. Verbalize to them that you’d truly do something like that.

Create multiple opportunities like this to give them skin in the game. Hear their concerns and make them feel as comfortable as humanly possible to offer such wisdom back. Stay strong when you must.  

Be ready to defend and explain the reasons why certain policies mean so much to you. If you write policy with a strong moral and safety background, you’ll have little to debate.

new pet sitting employees

Create and Discuss Hypothetical Scenarios To Get Your New Pet Sitting Employees To Agree:

You should make sure that you go out of your way to ensure they agree with all the policies. Help your new pet sitting employees come up with issues they might experience.

Come up with separate hypothetical examples of employees where mistakes were met with constructive criticism,  

A) getting a strike

B) being suspended

C) getting fired

Show them how, in each example, you didn’t get upset, but simply gave the consequence. Ask them if this type of system they can be happy operating under. Get them, beyond all doubt, to say “I 100% agree to how this company runs.” Then, you can finally have them sign on the dotted line of your company’s employment agreement (that was looked at by your employment lawyer!).

 

The Business (You) Will Come Out The Good Guy:

When you get your new pet sitting employees to understand and agree, you preserve the relationship; the system does the consequence giving, not you.  Giving consequences are already awkward enough.

Giving consequences in a, non-confrontational manner, with as little words and interaction from your part, is how it’s done right. Do, however, tell them to please voice their concerns if they have any – and hear them with unconditional empathy and a refusal to argue.

Don’t offer any more than you must on your end though – let the system do the talking.  When you do it this way, you simultaneously preserve your relationship and boundaries. Then, the only thing you’ll have to focus on is giving the rewards – something that is much more powerful and wayyy more fun anyhow.

 

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David Steinberg is the owner of David’s Pet Services (DPS) – a Dog Walking & Pet Sitting Co. based out of West Hartford, CT. In his last profession, he was a certified psychotherapist where he worked 1-on-1 with children and young adults and provided psychoeducation to adults on parenting.

David feels the transition from therapist to dog trainer and business owner was seamless – with lesson learned including conflict resolution, positive reinforcement, and relationship building, he now feels equipped to ensure obedient doggy-clients, satisfied human-clients, happy employees, and a healthy business.

If you love adorable pictures of puppies, check out his Instagram Also, here’s his website, facebook page, twitter!

 

 

How Should I Pay My Pet Sitting Employees?

how should I pay my pet sitting employees

 

If you are reading this, statistics show me it is because you did a google search. This is one of THE most asked questions amongst pet sitters and dog walkers. How should I pay my pet sitting employees is such a loaded question, that the answer is gray. Here’s what I mean:

How Much To Pay Your Pet Sitting Employees Has Nothing To Do With Your Competition.

The first thing that any pet sitting and dog walking business owner does is ask on Facebook what others are paying their staff. They seem to think that if they pay what others are paying, that it can be justified. It is very common for business owners to look outward to see what everyone else is doing

Illustration depicting a roadsign with ahow much concept. Abstract background.

How Much to Pay Your Pet Sitting and Dog Walking Employees Has Nothing To Do With What You Feel Either

Another common reasoning I hear a lot of is “I feel bad if I don’t pay my employees a lot”  I would want more money if I was working for me. “I want them to feel happy that they are working for me and they will be happy if they get a lot of money.” I’m sorry, but wrong reasoning again.

how much should I pay my pet sitting employee

How Much You Should Pay Your Pet Sitting and Dog Walking Employees Should Depend On What You Can Afford.

In the Pet Sitting Pricing and Strategy Guide I walk pet sitters step by step how to come up with their own perfect price based off of facts and then matched with their personal fiscal goals. I also show how to apply a principal where you always have enough money for you, the owner, your staff, and the business. This results in a well funded business, employees that are always paid, and a business owner with a regular paycheck. The numbers tell you exactly how much you can afford to pay your pet sitting and dog walking employees so you can feel confident when hiring.

 

classes-pricing-guide

How Should I Pay My Pet Sitting and Dog Walking Employees?

Depending on which way your CPA and lawyer advise you on your State Labor laws there are a few ways you can do this:

1. You can pay by the hour. You would track the time they start and stop work and you would have to pay at least minimum wage over time.
2. You could pay piece work. That means $x/per each visit or walk. This is very popular amongst the industry.

3. You could pay a commission based off how much the client is charged.

At any rate, I would highly recommend calling your State Department of Labor and ask them about the Labor Laws in your area and what your responsibilities are as a business owner in your state. 🙂 They are there to happily answer your questions!

prices on website

How You Should Pay Your Pet Sitting and Dog Walking Employees Isn’t A One Size Fits All Answer.

All businesses are operated differently and have very different goals so the answer of what to pay and how to pay will vary from business to business. The very best answer you can get is from your team. People that know your business the best, and the laws of the land in which you live! 🙂 But my best advice? Know exactly how much YOU want to make and how to make your business work for YOU!

You can download my step-by-step worksheet download my class so you can come up with your own numbers!

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Let Your Employees Know When They Will Be Paid And How In Your Employee Handbook.

Your employee handbook should explain everything your employees need to know about the policies and procedures of your company. Above, we discussed ways in which you can compensate them. In your employee handbook you will outline exactly what their job is that they get paid for, how to submit payroll and when. If you do not have a handbook yet, I have an Employee Handbook and Training Manual that are completely written for you here

pet sitting employee manual