Ottawa Interlock Repair revolutionizes trades employment with project-based pay, boosting satisfaction and wages while reducing oversight needs.
It was 2024, and Jonathan Gilman faced a crossroads that would define the future of his landscaping company. Despite years of trying conventional employee satisfaction methods, the pizza parties, the feelings talks, the business guru recommendations, something wasn’t working. His team at Ottawa Interlock Repair was competent but not engaged, productive but not passionate. That’s when Gilman made a decision that would challenge everything the trades industry assumed about worker compensation.
The traditional hourly wage model that dominates landscaping and construction was failing both employers and employees, creating a cycle of mediocrity that Gilman refused to accept any longer.
From Teenage Vision to Industry Innovation
Gilman’s journey began in 2013 when, at just 17 years old, he launched Ottawa Interlock Repair with a clear vision: become the premier specialist in something most companies overlooked, repairs and restorations. While competitors chased new builds and generic landscaping contracts, Gilman carved out a niche that required precision, problem-solving, and expertise.
“We turn down most of the new builds and generic landscaping that comes our way,” Gilman explains. “Instead, we stay in our niche because that’s where we can deliver exceptional value.”
This focus on specialization became the foundation for steady growth over more than a decade. But by 2024, Gilman realized that having the right business model wasn’t enough, he needed the right people model.
The Hourly Wage Dilemma
The breaking point came when Gilman recognized the fundamental flaw in hourly compensation for skilled trades work. Employees had no incentive to work efficiently, solve problems creatively, or take ownership of outcomes. They were paid the same whether a project was completed flawlessly or required multiple return visits.
“After working hard to increase employee satisfaction through common practices now recommended by business gurus, we discovered that giving them ownership of their projects and paying them way better ended up doing a lot more,” Gilman reflects.
The solution was radical: eliminate hourly wages entirely and transition to a project-based payment system that tied compensation directly to value creation and customer satisfaction.
The Ownership Revolution
Ottawa Interlock Repair’s new compensation model fundamentally changed the relationship between the company and its workforce. Under the innovative system, each employee receives payment based on the value they bring to each project. They must complete projects to customer satisfaction, and any errors or omissions must be rectified on their own time.
This approach creates genuine ownership. When employees make decisions that increase profitability, through efficiency, quality, or innovation, they receive higher compensation. The catch: everything depends on customer satisfaction.
“This helps ensure they get it right the first time and take ownership of the project, as they truly own it,” Gilman notes. “All decisions they make for increased profitability means they receive a higher payment, all of course dependent on customer satisfaction.”
The results have been transformative across multiple metrics that matter most to service businesses.
Measurable Transformation
The impact of Ottawa Interlock Repair’s compensation revolution extends far beyond theoretical benefits. Customer satisfaction has increased significantly as employees now have direct financial incentives to deliver exceptional results. Team members who perform well have seen their wages skyrocket, creating a merit-based system that rewards excellence.
Perhaps most importantly for business operations, the model requires less oversight and management. When employees own their projects, they naturally assume responsibility for outcomes, reducing the need for micromanagement and creating space for leadership to focus on growth and strategy.
The system also naturally filters for high-performing team members while encouraging continuous improvement among the entire workforce.
Beyond Compensation: The Complete Experience
While the innovative payment system sets Ottawa Interlock Repair apart, Gilman’s approach to business encompasses additional differentiators that compound the company’s competitive advantage. The team is known for what Gilman calls being “good guys”, maintaining honesty and helpfulness even in challenging customer situations.
“People don’t usually use the fact that they are honest as a differentiator because everyone should be honest, but ours is next level,” Gilman explains.
This commitment extends to communication, an area where trades professionals notoriously struggle. Ottawa Interlock Repair prioritizes clear, consistent communication throughout every project, ensuring customers always understand timelines, challenges, and solutions.
Industry Implications
Gilman believes the transformation at Ottawa Interlock Repair represents a model that could revolutionize the entire trades industry. The combination of project-based compensation, ownership mentality, and performance accountability addresses persistent challenges that have plagued construction and landscaping businesses for decades.
“We believe that all trades businesses should move away from paying their workers hourly for similar results,” Gilman states.
As Ottawa Interlock Repair prepares to expand the interlockrepair brand to nearby markets and eventually broader territories, the company’s compensation model could influence how trades businesses approach workforce management across Canada and beyond.
The Next Chapter
Today, Ottawa Interlock Repair operates as more than a landscaping company, it’s a testing ground for innovative business practices that prioritize both employee prosperity and customer satisfaction. The company’s advanced internal tracking system supports the project-based compensation model while providing data insights that drive continuous improvement.
The expansion plans represent an opportunity to prove that the Ottawa Interlock Repair model can scale while maintaining the quality and service standards that built the company’s reputation.
If your business is struggling with employee engagement, customer satisfaction, or operational efficiency in the trades industry, Ottawa Interlock Repair’s revolutionary approach demonstrates that traditional compensation models may be holding you back. When employees truly own their projects and compensation reflects value creation, transformation becomes inevitable.
About Ottawa Interlock Repair
Ottawa Interlock Repair is a premium landscaping company specializing in repairs and restorations throughout Ottawa, Canada. Founded in 2013 by Jonathan Gilman, the company has pioneered innovative employee compensation models that prioritize ownership, performance, and customer satisfaction. Learn more at interlockrepair.com, and follow @interlockrepair on Instagram, TikTok, and X, or watch project insights on YouTube.
