Give a Bonus of Heartfelt Appreciation This Year


Even after a difficult year, giving employees the appreciation and recognition they deserve is an important bonus. Employees were rightly concerned that years-long traditions around holiday bonuses might not materialize. I didn’t expect [a Christmas bonus] at all.

Money for Motivation: How Incentive Based Pay Works


Even small companies ( I’m looking at you, Mr/Ms HR Manager of a company with less than 250 employees ) can incorporate these elements into their compensation planning without too much stress. Here are a few: Bonuses. Group incentives.

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Sign-On and Retention Bonuses Reach All-Time High

Compensation Force

The use of sign-on and retention bonuses appears to be at an all-time high, according to a recently released WorldatWork survey on Bonus Programs and Practices. Take a look at these trend lines. Retention Bonuses. Bonus/Incentives

Is Santa Administering Your Incentive Plan?

Compensation Cafe

The end of the business year, when managers everywhere turn their thoughts to – bonuses! More than the mechanics are at fault. I’ve seen senior executives manipulate, excuse me, adjust financial results to ensure that their own bonus awards wouldn’t be reduced. Or at least start.

Promotions, Bonuses, Raises, Recognition - When They Work (and When They Don't)

Compensation Cafe

You can’t give all employees promotions, bonuses, or raises. In perhaps a worst-case scenario, promotions are little more than title changes in which the employee’s job duties change little if at all with no pay increase. Bonuses. Follow Derek on Twitter at @DerekIrvine.

Forget the Cash: 5 Thoughtful Ways to Reward Employees

Cornerstone On Demand

But as the season of giving approaches, smart HR pros realize the traditional end-of-year cash bonus — while of course accepted and much appreciated — also needs a reboot. One effective incentive could be something everyone wants: The gift of time.

Time for HR’s 2014 Performance Appraisal

HR Daily Advisor

It’s a good time to reflect on your accomplishments of 2014. How close are you now to where you thought you’d be on January 1, 2014? If any portion of wages (or bonuses) is tied to employee performance ratings, the employees can suffer economic harm from inaccurate ratings.

Do Your Incentive Plans Motivate Choking?

Compensation Cafe

Could it be that we are designing and communicating incentives for our highest performance all wrong? This study specifically looked at the impact of incentives on motor and neurological performance in high-pressure situations. Or, follow him on Twitter at @ DanFutureSense.

A Possible Direction for 21st Century Rewards

Compensation Cafe

And the incentives to get performance management right – which are already considerable in a globalized/first mover advantage/tournament economy - are going to be even greater if base pay ceases to be one of the levers to pull. . Have at it.

my boss keeps touching my hand, the point of bonuses, and more

Ask a Manager

My work is project-based and I work on five or six projects at any given time. What’s the point of giving bonuses? Please explain to me the point of bonuses in the workplace. I understand bonuses for exceeding sales quotas for sales people or a “sharing of the wealth” when a company has a spectacular year. But why give employees an “incentive” for what is basically doing the job they were hired to do?

All Decisions Are B.A.D. Decisions

Compensation Cafe

decisions, relying on the Best Available Data known at the time. All decisions are B.A.D. Even compensation experts, supposedly the most analytical of HR types, have difficulties with data. Makes sense to me, because all human decisions are B.A.D.

Is Team Chemistry the Next Big Thing in Performance and Rewards?

Compensation Force

His greatness is not marked in box scores or at slam-dunk contests, but on the court Shane Battier makes his team better, often much better, and his opponents worse, often much worse.". Creative Commons image "2013 01 18 McFarland youth Hockey at UW game (3)" by Elliott Connor Photography.

Retention and Rewards: The Double Edged Sword

Compensation Force

Others will discover that employees with outdated skills who may be unable or unwilling to meet changing role expectations, and who are now paid at above-market levels, may have scarce incentive to move on and little motivation to upgrade their capabilities.

The (Surprising) Facts About Motivation


It’s no accident that the largest club at Harvard Business School is The Social Enterprise Club. The default style management has used to motivate their employees is the stick and carrot incentive. For starters, if the incentive isn’t compelling it doesn’t work. Not at all.

There May Still Be Enough Time!

Compensation Cafe

You may have already completed performance appraisal discussions, but performance should certainly be part of the discussion when 2014 increases and bonuses are covered with employees. There really is something you can do at the 11th hour that could help.

A Quick-Start Guide to Creating a Salary Structure for Your Company


Take a look at market pricing—what other companies are paying for similar jobs. For example: Do you need to pay at a higher-than-market level so to retain your current employees? Do you want to pay at a higher-than-market level to attract better-quality candidates?

One Way to Revive Tired Old Compensation

Compensation Cafe

The company wanted employees to have at least some medical and life insurance coverage so there was a minimum level for these benefits that had to be included. 2) They talked at length among themselves about the ramifications of choosing greater/lesser amounts of each available component they could “flex.”. With that said who can argue with giving employees more control and at the same time making Compensation more transparent and better understood?

A Day In The Life Of Traditional HR

New to HR

Sometimes they even deal with bonuses. This involves a lot of numbers and calculations to determine bonuses, extra pay, or vacation pay. Some departments have different incentives, and it is up to HR to ensure these incentives go through properly when the goals are met or exceeded.

Part III - Where Should We Take Employee Rewards in the Future?

Compensation Cafe

2014, The changing landscape of employee rewards: Observations and prescriptions. By contrast, consultants excel at packaging, selling, and diffusing “best practices,” that is the innovations of others, while rewards professionals are best at developing and implementing detailed designs.

What Millennials Really Want from Employers


At the top of the list of what makes an employer attractive was opportunities for career progression, which 52% of the millennials cited as the most desirable quality. There are a lot of rumors going around that suggest millennials are notoriously hard to attract and even harder to keep.

Part I - Malaise in the Employee Rewards: What’s Going On?

Compensation Cafe

Sales compensation has always been a different beast: it has different buyers and economic cycles than employee rewards, and sales incentives constantly evolve to meet new business needs. Several factors are at play. From 1998 to 2003, he held leadership positions at Sibson Consulting.

Inquiring Minds Want to Know

Compensation Cafe

The plan should include what information will be delivered at what times and how at various stages for the first 12 months of integration. Hold compensation training sessions for all management at the new company to enable them to answer employee questions. in Psychology and an MBA. She belongs to SHRM, Human Capital Institute and World at Work.

8 Ways Bosses Can Show Employee Appreciation


Whether it is a well-deserved pay raise, an end of the year bonus or even a $100 gift card, it’s a surefire way of showing them you care. According to a survey by Glassdoor, when asked what employees want this holiday season the number 1 and 2 answers were a cash bonus and a pay raise, respectively. If paid vacation time isn’t an option, use extra vacation days as an incentive for achieving goals or winning a work competition. ‘Tis the season to give thanks and be jolly.

“I know the perfect person…”

HR Times

Posted by Robin Erickson on October 21, 2014. Certainly, financial and other incentives are important motivators. Great opportunity at my company! The average range for bonuses is $500 to $4,000, depending on the job. 3 Your company should define its own bonus structure based on its budget, culture, available resources, and hiring needs. is the Vice President for Talent Acquisition Research at Bersin by Deloitte, Deloitte Consulting LLP.

6 Ways to Improve Work Performance


Inevitably, the discussion heads in multiple directions: “We should throw monetary bonuses at people!” Think about it: at most workplaces, you’ll find a collection of individuals in different stages of their careers who span multiple generations and have their own preferred motivators. While monetary bonuses have their uses, it’s time to move on from the carrot-stick mentality as the only, or best, way of motivating people.

Social Sourcing AKA Warm Recruiting

Oracle HCM - Modern HR in the Cloud

Here’s a scenario: Jim refers his former classmate for a job at his workplace. He knows that his reputation is at stake, so of all the people he can refer, he ensures this classmate is one that will succeed and make him look good. The referral bonus doesn’t hurt either.

Heed These 5 Performance Management Realities—Before It’s Too Late!


Many still hold annual reviews but these meetings are used primarily to address development and career pathing issues—and to discuss compensation (annual pay raises, bonuses, etc.). If your organization uses a top-down approach—placing accountability only on your managers—employees have precious little incentive to take ownership of their goals or become involved in their own development. We can’t look at the box for a “completed picture” of the performance management puzzle.

4 more reader updates

Ask a Manager

I made a huge, fireable mistake at work. And once I found that out I busted my ass to do the best job possible on this project, even though it has meant some very long hours and Saturdays spent at the office this month. HR won’t let us hold people accountable for performance (#3 at the link). I was denied a request to use a different computer because of a heavy smoker (#2 at the link). I started in August (it’s at a small private preschool).

A Quick-Start Guide to Creating a Salary Structure for Your Company


Take a look at market pricing—what other companies are paying for similar jobs. You can extract the market rate data and analyze it based on simple comparisons – the dollar and percentage differences between what employees are paid at your company and what the market rates are for similar positions – and more advanced statistical procedures. For example: Do you need to pay at a higher-than-market level so to retain your current employees ? Look at external inequalities.

Update: Employee Compensation at Wells Fargo

Compensation Cafe

We also covered the headline news on employee incentives that eventually brought their CEO down. I've Emailed 200,000 of our Coworkers About our Compensation by Margaret O'Hanlon, October 7, 2014 *. Excessively Successful Incentives by Dan Walter, September 14, 2016.

Is Your Annual Incentive Pay Plan the Right Fit for Your Business?


You need to develop an effective incentive plan. Overall, the most common strategy is an annual incentive pay plan. In 2014, 90 percent of publicly traded firms offered such plans, according to a WorldatWork and Deloitte Consulting LLP report.

Is Your Annual Incentive Pay Plan the Right Fit For Your Business?


You need to develop an effective incentive plan. Overall, the most common strategy is an annual incentive pay plan. In 2014, 90 percent of publicly traded firms offered such plans, according to a WorldatWork and Deloitte Consulting LLP report. But is an annual incentive pay plan really the best way to motivate employees? How an annual incentive pay plan works. An annual incentive pay plan should: Reward high performance.

A Word to the Wise, Once Again!

Compensation Cafe

That was the first sentence in the April 15, 2014 Compensation Cafe article. As I said back in 2014, when your company's internal practices become a topic for public discussion, you need to be alert. It May Have Become a Bonus " We all know about this trend, we've helped to create it.

How Well Do Numbers Speak for Themselves?

Compensation Cafe

Base pay $750,000; bonus $100,000; non taxable pay $10,198. The number of students at the various Big Ten Campuses would be a place to start. We do find out about her character, and perhaps her leadership, from the reporter's note that she's declined two raises since 2014.

Cafe Classic: Predicting the Next 10 Years of Compensation

Compensation Cafe

As someone who spends a lot of time designing and honing long-term incentive programs, I thought I’d skip 2014 and make some predictions about time frames that compensation people really have to worry about. General compensation budgets will continue to increase at about 3.5%

Moving In Reverse Towards the Future

Compensation Cafe

In 2014, this number reached more than a third (39%). . In addition, the number of organizations admitting that most employees don’t understand their compensation philosophy rose to 46% in 2014. No bonuses, either!

Clearing Away the Cobwebs

Compensation Cafe

When things finally started to improve around 2014, we were really tired, so repetitive work was right up our alley. Since then, we've been looking closely at details, trying to plug the holes that had been created by the Recession. Earlier, she was a Principal at Willis Towers Watson.