wash'n fold business

[hithere]

I was accidently told from one of wash'n fold customer that one of my attendant had refused to accept wash'n fold by saying "come tomorrow"...(since she was not working the following day...), it looks like she didn't wan to process wash'n fold...and she thought I maybe not knowing her bad act...
in my store, I don't pay and bonus or extra fee for wash'n fold to my workers...so from my attendants point of view, they don't get anything even they do much wash'n fold or small ones...

my dillema of this problem is :
two person work day time and other two person normally work night time, so if I decide to pay some bonus for the workers who processed the wash'n fold,then it's unfair for night time shift persons...

how do you manage and boost this wash'n fold business in your store?
I don't want to damage store cleaness by letting workers only focusing wash'n fold to get some extra money...
giving 10% of weekly wash'n fold volume to all the 4 employee maybe some solution, but it also can't prevent the above case of "toss to other person"...

What is the best way to motivate employee to process wash'n fold more proactively, without making unfair other night workers??

Thank you so much,

[Boxer]

Give the employees a goal a certain amount of wdf a week.

When the goal is reached Bonus time $5.00 to $20.00.

Money talk’s bull#@#$ walks don’t walk the customers

[fishmanz]

I hire people to work here at the laundry. There job is to clean, do laundry and interact with customers. I let them know what I expect up front. Hello... it's a laundromat! What did they expect when they took the job?

[TLR]

If you have a good demand for Wash and Fold - you have a good problem that many owners wish they had. It is very difficult to create a demand - or for that matter - grow the Wash and Fold business - without constant marketing and lots of $$$$.
Pay the attendant who does the wash and fold 10% - and have them write their name on the invidual ticket. Pay them bonus on 15th and 30th of the month - CASH.

TLR

[tree6199]

If your employee is refusing business, what else is she doing that you don't know about? I don't give incentives. I'm afraid of sloppy quantity production instead of quality, and leaving everything else that needs to be done in the store.

If it were me, I would explain that business pays her salary, and not to do that again or there would be a written warning.

[C_h_r_i_s]

I have had workers pull the same stunts with me... paid by the hour, so don't care to work too hard... my answer = fired. I would rather work myself than have that kind of person drag my business and revenue down the toilet!!! Think of the money they are costing you. Even if you bonus that kind of person, they will just expect it and rip you off in other ways. Get rid of them. I am always recruiting, even when I have excellent staff. You never know when one will leave for personal/health/other reasons.

One worker was closing early thinking I wouldn't notice, another pocketed WDF money, several didn't show up for shifts... all fired. I give my full-time staff who are loyal loyal loyal lots of cash bonuses, but they have earned it first... I didn't have to coax them into it.

I explain all of this when I hire now, and it is simple: results based. Wage increase after 3 months of solid performance, another raise in another 3 months... annual (minimum) after that with 4 cash bonuses/year. Let them do the math and figure out honesty and hard work will pay off.