Easy P4P is pay-for-performance (P4P) software for lawn, landscape and field service crews. It calculates hourly, salary, bonus and overtime pay from budgeted versus actual labor hours, and adds time tracking, fleet tracking and labor analytics.

What is pay for performance in lawn care?

Pay for performance is a pay model where crews can earn bonuses by completing work efficiently against the hours budgeted for each job. Easy P4P runs those calculations automatically every week, so you don't need spreadsheets.

Is performance pay legal? Will my crew ever earn less than hourly?

No, a crew member is never paid less than their hourly pay. Each week, Easy P4P calculates both hourly pay and performance pay for every eligible crew member, and pays whichever is higher. Paid time off is added on top. Your overtime thresholds and any callback deductions are applied to the performance pay calculation, so a bonus never drags anyone below their hourly pay. Callback tracking is included on Pro and Concierge. Easy P4P is a payroll calculation tool, not legal advice. You're responsible for making sure your pay setup meets the wage and hour laws where you operate, so check with an employment attorney or your payroll provider.

Do I have to switch my CRM to use Easy P4P?

No. Run Easy P4P on its own, or bolt it onto the CRM you already use.

Which CRMs does Easy P4P work with?

Yardbook works through Zapier on every plan. On Pro and Concierge, any CRM (Jobber, Housecall Pro, ServiceTitan and others) connects through one generic webhook. Either way, you set up the Zapier connection or webhook yourself.

How much does Easy P4P cost?

Starter is $79 a month, Pro is $179 a month and Concierge is $249 a month. Pricing is flat, with unlimited crew members on every plan. Yearly billing saves 15%, and new customers save 25% on yearly plans during their first 72 hours.

Is there a free trial or demo?

Yes. There's a 14-day free trial with no credit card required, and you can open a live demo without signing up.

What's the difference between Starter, Pro and Concierge?

Starter covers the core P4P payroll, time tracking and the Yardbook connection. Pro adds analytics, payroll approval and CSV export, callback tracking, crew reassignment and job splitting, mileage and equipment trackers, and any-CRM connections. Concierge has the same features as Pro, plus a dedicated account manager, hands-on onboarding and custom CRM integration help.

Can my crew see their own bonus progress?

Yes. Each crew member gets their own view showing how close they are to this week's bonus, plus win streaks, personal bests and achievement badges.

Can I export payroll from Easy P4P?

On Pro and Concierge, you approve the week and download a clean payroll CSV for whichever payroll provider you already use.

Is my company's data kept private?

Yes. Every company's crews, jobs and pay data are fully isolated from every other company on the platform.

Can I cancel anytime?

Yes. Your plan stays active until the end of the period you've paid for. There are no refunds or partial refunds, but when you change plans, unused time is credited toward the new plan.

The 15-Minute Weekly Crew Meeting: What to Look At and What to Say

A short, steady weekly meeting does more for a crew than a long one every now and then. Here's a simple 15-minute agenda built on your weekly report, and what to keep private.

Most owners fall into one of two meeting habits. Either there's no regular meeting at all, and crews only hear from the boss when something goes wrong, or there's a long, rambling one that everyone dreads and nobody remembers. Neither one helps your crews do better work.

What works is a short meeting, held at the same time every week, that follows the same simple order. Fifteen minutes is enough if you know what to look at beforehand. This is the format I'd suggest, and it's built around a one-page weekly report so you're never guessing.

Why Short and Steady Beats Long and Occasional

A weekly rhythm does something a big meeting can't: it makes good news and bad news normal. When crews hear how the week went every week, a dip isn't a crisis and a win isn't a surprise. They start to expect the numbers, and to expect that you'll be fair about them.

It also keeps problems small. A crew that ran over its budgeted hours, a spike in callbacks, a week of heavy overtime: any of these is easy to talk about right after it happens, and hard to untangle a month later.

Before the Meeting: Five Minutes With the Report

Don't walk in cold. The week a pay period closes is the right time to look at how it went. In Kepsio, the Run Weekly Report button at the top of the Profit Report opens a one-week report on how the company and each crew member did. It starts on the last completed pay week (Saturday to Friday by default, adjustable in Company Settings), so a Monday morning meeting lines up neatly with the week that just ended.

Start at the top, with the plain-language health summary. It tells you whether the week made money, how net profit compares with the week before, how labor % compares with your bonus target, and anything worth a look, such as crews over their budgeted hours, callback charges, overtime, high labor %, or a big drop in revenue.

Read that summary first and pick two things to say: one thing that went well and one thing to fix. That's your whole script. Everything else in the report is there if someone asks a question.

The 15-Minute Agenda

Minutes 0 to 2: How the company did. Say it in plain words. Revenue was up or down compared with the week before, and the week did or didn't make money. Don't read a column of figures. One or two sentences is plenty.
Minutes 2 to 5: Wins. Name the crews that beat their budgeted hours, the streaks that kept going and any badges earned. Specific praise lands better than general praise. Crew 2 finished under budget four days out of five beats good job, everybody.
Minutes 5 to 9: One thing to fix. Choose a single issue from the report: callbacks, overtime, one crew running over budgeted hours, whatever matters most. Describe what the numbers show, ask what's behind it, and agree on one change for next week. Resist the urge to list five problems. A crew can act on one.
Minutes 9 to 12: Next week. Anything that affects the schedule, such as big jobs, weather, trucks going in for service, or someone out. This is also a good time to remind everyone about daily mileage readings and checklists.
Minutes 12 to 15: Questions. Leave the last few minutes open. If someone has a question about how a number was figured, answer it plainly. Questions about pay are a sign that people care, and a sign you're being transparent.

Keep Individual Numbers Private

The weekly report includes a table with every crew member's hours, jobs, pay, performance pay bonus, overtime and callbacks. That's valuable to you, and it's meant for managers only. Don't put it on a screen in front of the whole crew.

Talk about the company and about crews in the group meeting. If one person's numbers need a conversation, have it one-on-one, and keep it constructive. Each crew member can already see their own bonus progress and projected pay on their own dashboard, so nobody needs to see anyone else's. You can print the report or save it as a PDF for your own records.

Common Mistakes

Reading every number. If the meeting turns into a spreadsheet reading, people tune out. Pick the two or three things that matter.
Singling someone out in front of the group. Praise in public, correct in private.
Skipping the bad weeks. The weeks you least want to talk about are the ones that most need it. A crew that only hears good news won't believe it.
Letting it run long. Keep a clock on it. A meeting that reliably ends on time is one people are willing to show up for.
Changing the rules in the middle of the conversation. If you want to change how pay or bonuses work, do it deliberately, explain it, and don't spring it on people in a weekly check-in.

The Bottom Line

You don't need a big production. Five minutes with the report, fifteen minutes with your crews, the same order every week. Good news said out loud, one problem at a time, and numbers that everyone can trust. Do it consistently and the meeting becomes the thing that holds the rest of the system together. If you want to know which numbers to watch day to day, I covered that in The 8 KPIs Every Service Business Owner Should Check Weekly.

The Run Weekly Report button in Kepsio's Profit Report (on Pro and Concierge) puts the company numbers and every crew member's results on one page, ready to print or save as a PDF.

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Disclaimer: Kepsio is a software tool to help you track performance and calculate payroll. It is not a legal, tax, or HR service, and nothing in this blog post is legal or wage-compliance advice. Always consult a qualified professional about your specific obligations under federal, state, and local labor laws.