Comp / Pay

Minimum wage guarantee plus excess commission plus spiffs.  Don't make the base good or they will become complacent and not go for the carrot.

Let's say min wage is $8 where you live although it is $7.50 I believe

Let's presume 40 hour work week

Only lead can get commissions so only lead is required to sell.  Excellent rating by customer is spiff split between both lead and helper.

If lead makes $350 in commission-able sales:
350 - 320 is $30 excess commission if 350 qualifies
10% Commission on vacuums, protect, groomer, spotter, spots, stains, carpet repair.  Commissions are paid by the 10th of the following month.

helper and worker split $10 per excellent rating.  Spiffs are cash paid immediately and forget taxing those or tracking them.

So they are on an achievable incentive to do a great job, up-sell and work as a team.  Make a certain percentage mandatory for customer ratings.  Set goals, make the commission percentage jump by 5% as each plateau is reached for the entire month.

Example:

No commission if below $500/week average
10% if 501-1000 average
15% if 1001-1500
20% if 1501/week average or more.

Give everyone 90 days to hit at least $500/week in a 40 shift.  Hopefully you are starting with new-to-you people.  This 90 days is the probationary period.  Fire them if they can't hit it or are not trying to hit it.  You either hire a sales manager or you become one.  The failure of almost every employee can be traced back to the failure of a manager to properly lead.

Soil Lint Clean...great post on the pricing. Nice structure, etc. I can really work with that. 

10-15...they better be hustling the add-ons....I'll go broke!