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.
Gabrielle Pumpian Chief Development Officer at Cheer Home Care; 3-time home care marketer
Marissa Snook President/CEO of corecubed care marketing
Connor Kunz VP @Careswitch, former head of education @ Home Care Pulse, scaled a service business 7 figures in 3 years
Debbie Miller Former pharma sales rep who built a $10M home care company and founded 52 Weeks Marketing
Debbie Miller Former pharma sales rep who built a $10M home care company and founded 52 Weeks Marketing
Connor Kunz VP @Careswitch, former head of education @ Home Care Pulse, scaled a service business 7 figures in 3 years
Gregg Mazza Founded a home care agency, almost ran out of capital after two years, figured things out and scaled past $5M
Erica Horner Home care sales consultant & project manager at corecubed
Erica Horner Home care sales consultant & project manager at corecubed
Brett Ringold Vice President of A Long-Term Companion & HCAOA board member
Jeremy Fuller Managing Director of Grow Home Care Marketing; website, SEO, and digital marketing expert
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.