The current pay structure in the rope access industry and window cleaning fails to reward efficiency or output. Employees are typically paid by the hour or day, regardless of the quality or quantity of work completed. This means there’s little to no incentive for technicians to improve workflow, complete tasks faster, or go beyond the minimum requirements. As a result, productivity stagnates and the work can become repetitive and unforfiling.

For employers, this model creates significant inefficiencies. Job pricing often relies on rough estimates of how long a task should take, leaving it to depend heavily on each worker’s individual motivation and work ethic. This can lead to inconsistencies in job composition times and an ongoing issue of paying for unproductive or wasted time.

In physically demanding and high-risk industries like rope access, this outdated structure not only reduces revenue potential but also undermines employee engagement. There’s no built-in system to recognise or reward high performers, and no real-time insights into who’s adding the most value.