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Your best workers are subsidizing the worst

Flat bonuses burn out top performers. Here's how to fix it before your A-players quietly quit.

It usually starts with a look.

Marcus walks into the shop and checks the bonus sheet.
His name’s at the top—as always.
He crushed it this week: three big jobs, all under budget, happy customers.
Then he scans the rest of the list.

Dave?
He barely showed up, got sent home early twice, and messed up a basic job.
Same bonus.

Marcus doesn’t say anything.
But he’s done.
Not quitting—yet.
Just... checking out.
He’ll still show up.
He just won’t go the extra mile anymore.
Why would he?

That’s how your best people burn out. Not from the work itself, but from feeling like it doesn’t matter.

The invisible math of unfair pay

Flat bonuses might seem fair on paper.
Everyone gets the same cut, right?

But here’s what’s really happening:

Worker

Revenue Generated

Bonus Received

Fair?

Marcus (Top)

$5,000

$150

❌

Dave (Weak)

$1,000

$150

❌

Your best person just subsidized your worst.

When the bonus pool is split equally, it tells top performers:

  • “It doesn’t matter if you work harder.”
  • “We don’t see your extra effort.”
  • “You're responsible for covering other people’s slack.”

That message lands hard—especially in the trades, where pride in work is everything.

Is this happening to you? (Quick checklist)

Run through this in your head:

  • ❓Do 1–2 team members always carry the load on key jobs?
  • ❓Are bonuses the same regardless of revenue or job size?
  • ❓Have your best people gotten quiet, curt, or less engaged?
  • ❓Are they stopping mid-day to help underperformers constantly?
  • ❓Does your top crew lead seem more tired lately?

If you’re nodding along… you’re in the danger zone.

You’re not the only one who loses

When A-players get fed up, they don’t always storm out.
They fade out.

And that hurts:

  • Productivity: Drops without warning.
  • Morale: The rest of the team senses it.
  • Reputation: Clients notice the change in energy.
  • Retention: One day you get the call: “I’m going somewhere that pays me for what I do.”

It’s preventable.
And fixable.

What to do instead: Pay for outcomes, not just attendance

With Protiv’s ProPays, you assign performance-based bonus opportunities to each job. Each worker’s effort is tracked, linked to revenue, and reflected in their payout.

It’s not about micromanaging. It’s about clarity:

  • Clear standards → Everyone knows what great looks like.
  • Individual accountability → No more freeloaders.
  • Real incentives → Your best people see the ROI of giving a damn.

Coach’s Corner: How to start this shift

Not ready to overhaul your whole bonus system?
Cool.
Start here:

  1. Run the math on a recent week
     Add up how much each worker generated in revenue. Compare that to what they earned. You’ll spot gaps fast.

  2. Talk to your crew leads
     Ask them: “Who’s crushing it? Who’s dragging us down?” Don’t guess. Go straight to the field.

  3. Set a goal for just one team this month
     Choose a simple ProPay: “Complete this $1,500 job with no rework or callbacks.” Track it. Pay out.

  4. Watch what happens
     You’ll see engagement rise and you'll have data to coach with.

Final word

Fair pay isn’t about equality.
It’s about accuracy.

Your best people aren’t asking for handouts.
They’re asking for recognition.
For a reason to keep showing up strong.

Give them that—and you won’t just keep them. You’ll build a crew others want to be part of.