Why performance pay?
At Clogbusters, technicians control their own paycheck. There's a guaranteed minimum for slow weeks, but the real earning power comes from performance.
Revenue-based commissions. Five-star review bonuses. Photo upload spiffs. Every metric that matters gets paid.
“Money motivates everybody. Our technicians are in control of their own paycheck.”
Google reviews are gold in drain cleaning — customers check ratings before they call. Clogbusters rewards every five-star review, with a bonus when photos are attached.
“Nobody wants to be capped by their income. Performance pay makes employees feel like part owners.”
The leaderboard effect.
Clogbusters posts every number — revenue, reviews, all metrics visible to the whole team. Some thought it was crazy. The results speak for themselves.
Real-time team competition keeps the momentum going. Techs post job wins and review screenshots in chat all day. One review triggers another: "He just got one, I want one." Monthly competitions with prizes turn the leaderboard into a sport.
“Nobody wants to see their name at the bottom of the list. You don't have to say much. If they see it, I guarantee they won't be there next week.”
“It changes the culture. It even takes pressure off leadership. If you're in a down period, look in the mirror.”
Great pay plans are hard to run.
The performance model was driving results, but as the company aimed to double in size, the admin was brutal. Chris spent entire days calculating multi-variable payroll by hand.
Mondays, sometimes rolling into Tuesday, just to get payroll done. Revenue commissions, review bonuses, photo spiffs — all calculated manually.
“Jarod had tasked me with finding an automated solution for our performance pay. He was asking me if I could build a spreadsheet. I was like, 'There's got to be a program out there.'”
Instantly sold on ShareWillow.
Chris kept seeing ShareWillow ads on social media, then finally signed up for a demo.
“Within five minutes, I was like, 'Oh my gosh, this is 100% what we needed.' I went downstairs. Fortunately, my owner was here. I said, 'Give me 10 minutes. Come up, watch this demo. I guarantee you're going to want to sign up.' We got started that day.”
Ready to automate your performance pay?
Book a demoPerformance pay made simple.
ShareWillow took the multi-variable mess and turned it into a one-click payroll run.
Automated commissions
Complex revenue-based calculations that used to take a full day, handled automatically.
Integrated spiffs
Five-star Google reviews, photo uploads, memberships — every incentive tracked seamlessly.
Real-time transparency
Technicians trust the numbers. No disputes, no errors. If they hit it, the pay is there.
“Ours is a pretty complex calculation type. But now that we've got everything worked out, it's a breeze. Payroll is not such a dreaded 'oh, it's payroll time' anymore.”
Performance pay done right.
Chris is candid about the one risk with performance pay: if you get the wrong people, they might try to take advantage of customers. That's why Clogbusters pairs the pay model with strong oversight and a culture of integrity.
“If you follow the processes we put in place, you can't not be successful.”
Jarod Smith on paying techs what they're worth.
We met Jarod Smith at the Service World Expo in Las Vegas. His philosophy is simple: invest in your people, pay them for performance, and watch them thrive.
Max: zero to six figures.
At just 19 years old with zero industry experience, Max joined Clogbusters and went from trainee to running his own van in less than 6 weeks. Today he's a six-figure earner maintaining a 3.8 GPA in college.
Performance pay gave Max a clear path: hit the numbers, earn the reward. ShareWillow made it visible every single day.
“$180K at 19. Pure performance pay. He runs his own truck like it's his own business.”
Want results like Clogbusters?
Book a demo20% performance pay, powered by ShareWillow.
20% of tech compensation is tied directly to performance. ShareWillow automates the entire structure. Every tech has a guaranteed minimum, but earning power is uncapped.
Memberships sold. Five-star reviews. Photo uploads. Every key performance metric flows into the plan, and every payout flows out automatically.
“People gotta get paid what they're worth.”
What performance pay delivers.
Top talent retained
Techs stay when they're paid what they're worth. Top performers don't shop $1 raises down the street.
Culture of trust
Automated pay eliminates disputes and errors. The number on the screen is the number in the bank.
90% less admin
Payroll from a full day on Mondays to under an hour. Chris got his week back.
“Managing performance pay used to take my whole day Monday and sometimes roll into Tuesday. Now it's less than an hour per week.”
More than a vendor — a partner.
Chris has founder Ryan's personal cell phone number and texts him regularly. When Chris hesitated to share critical feedback, Ryan told him: "Be brutally honest. That's the only way we get better."
“There's not many companies where you can text the owner. It's been a great relationship.”