We've brought together a team of educators and home care experts to answer the burning questions that you and every home care owner will ask at some point.
Becki Harrington-Davis Senior Content Marketing Manager at CareAcademy
Sabrina Sattler Account Executive at Careswitch, home care agency advisor specializing in startup success and longevity
Ilya Vakhutinsky Careswitch CEO, home health aide's son, Forbes 30 Under 30, caregiver advocate
Jennifer Ramos Managed and sold three different home care agencies; CEO of JR3 Consulting
Angelo Spinola Home health, home care and hospice chair at Polsinelli
Brian Cottone Jr. Benefits expert at VItable Health
Connor Kunz VP @Careswitch, former head of education @ Home Care Pulse, scaled a service business 7 figures in 3 years
The base pay for a home care marketer could be as low as $50,000 because ideally, a significant portion of their compensation should come from bonuses for growth (more on that later). A best practice for determining an appropriate base salary is to stay in tune with your market.
If you have a smaller organization and budget is tight, yet you’re ready for more community outreach, you don’t need to let budget be a show-stopper for you. Find someone with potential, but not necessarily years of experience, and train them yourself.
Quality sales training and coaching resources are available to help develop your marketer’s skills and execute a sales plan. If a person has the right personality, resilience, a strong work ethic, and an understanding of the players, they can learn to implement effective B2B sales strategies.
Now, let’s talk about bonuses to round out a compensation plan for your marketer. It’s critical to ensure that metrics used for bonuses are tied to the agency’s year-over-year increase in profit. That’s because a reward system based on individual metrics, such as new client intakes or total hours increased, has potential to bring in unqualified leads at lower rates, which can actually erode your bottom line.
Let’s explore some goal-driven approaches to a compensation plan:
A best practice for the marketer, and all team members with a high level of influence on the bottom line, is to compensate generously for increases in net profit. In this way, the team will harmoniously work together towards a common goal.
Of course, each organization is uniquely positioned and it’s important to explore all sides of each possible solution. Evaluate your priorities, goals, and your local market. Use the above indicators as suggestions as you analyze your unique situation.
To learn more about persuasion and strategies to empower each team member to build fruitful relationships in the home care industry, check out this blog.