How to configure team commissions in BookHero: automatic calculation, no Excel

Paying commissions manually is one of the most predictable sources of stress in a small service business. Excel with formulas no one understands except you. Staff doubting numbers at month-end. Small disputes about whether that client was or wasn't from that day. Mistakes that seem to favor you. In 6 months, this system wears the team down and makes people leave for reasons they never clearly articulate.

The solution isn't better Excel - it's automatic and transparent calculation. Each completed booking automatically adds to the commission of the professional who performed it, with the rule you defined before (not after). At month-end, clear report with no ambiguity. Here's how it works in BookHero.

The 4 commission rule types supported

Most businesses use fixed or per-category percentage. Other formats serve specific cases. The rule is simple: start simple, complicate only if there's a real reason to differentiate.

Where to configure

How it works on multi-service bookings

Typical barbershop booking: cut (€20) + beard (€10) = total €30. Staff X has 40% global commission. Their commission: 40% × €30 = €12.

But what if the staff has different rules per category? Cuts at 50%, beard at 30%? BookHero calculates service by service:

• Cut commission: 50% × €20 = €10.
• Beard commission: 30% × €10 = €3.
• Total booking commission: €13.

The monthly commission report

At month-end (or whenever you need), in Reports > Staff, you see a clear summary per professional:

• Completed bookings in the period.
• Total revenue generated.
• Total accumulated commission.
• Per-service detail if applicable.
• CSV exportable to attach to payslip or send to accountant.

How to manage commission changes

Staff member asked for commission raise. You negotiated. How to make the change without destabilizing?

1. 1

   Confirm the effective date of the change

   Agree with the staff on which day the new rule takes effect. Typically start of month or start of fiscal period.

2. 2

   Wait for current cycle to close

   Don't change mid-month - confuses those relying on projections. Keep old rule until the last day, update on the first new day.

3. 3

   Update in BookHero

   In Staff > [name] > Commissions, adjust the rule. Applies immediately to new bookings.

4. 4

   Communicate clearly

   Message to staff: from [date], your commission becomes [new rule]. Already-done bookings keep previous rule. No ambiguity.

Common mistakes that destroy team trust

• Changing rules retroactively: applies to old bookings, generates disputes and resentment. NEVER do this.
• Not communicating changes in advance: staff discovers on payslip they're getting less. Immediate trust break.
• Having oral rules never coded in the system: every month there's a discussion. ALWAYS put in BookHero.
• Excluding bookings arbitrarily from commission (it was a difficult client...): if the rule exists, it always applies. Exceptions become norm and the team guesses what counts.
• Not showing monthly report: staff needs to be able to validate. Hiding generates automatic distrust.

Special cases

There are situations that fall outside the simple pattern. How to handle each:

Commission on products sold at checkout

If you sell extra products at checkout (shampoos, oils, etc.), you can optionally include this sale in commission. Typically lower percentage than services (10-20% is common) because product margin is smaller than service margin.

Configuration: depends on your structure. Some options:

• Zero commission on products: simple but disincentives team to sell.
• Low fixed commission on products: e.g., 15% on product sales. Balanced.
• Monthly bonus for sales volume: e.g., €30 extra if selling more than €200 of product in the month. Creates extra motivation.

Commission on tips

Tips are typically 100% of the staff member who received - usual commission on tip would be unfair. BookHero records tips separately at checkout, so they're not in the commission calculation by default. They stay in the staff report for transparency but don't add to company commission.

When commission is NOT the right structure

Commission works very well in some contexts and poorly in others. Cases to consider alternatives:

• Staff member doing mixed tasks (service + reception + cleaning): pure commission penalizes necessary admin time.
• Businesses with very recurring clients (physio with long plan): commission per session may incentivize haste.
• Very young team in training: pure commission in learning phase creates stress.
• There's reason to prefer fixed salary + performance bonus, or hybrid structure.

Frequently asked questions