Receives bonuses for active work. The best motivation systems and bonus programs for staff. Reward for achieving a specific goal

The bonus fund from which payments are made is formed as a percentage of the profit received from the results economic activity organizations.

The main advantage of using the bonus system is the ability to stimulate employees to achieve a specific work result. Also, the expectation of a bonus and the desire to receive it reduces the risk of dismissal of employees when performing a bonus project, this in turn reduces staff turnover, gives stability to the organization as a whole.

An additional advantage of the bonus system is its flexibility, since the conditions for issuing a bonus can be easily changed in each specific case with any employee individually. And since the payment of bonuses is not an obligation, but the right of the employer, then the employee, in the event of a dispute, has no opportunity to go to court (in contrast to the payment of a bonus).

The disadvantages of the bonus system include cases when the employer may incur losses, due to the fact that the amount of the bonus is fixed, and the profit of the organization turned out to be less than planned.

To stimulate an employee with a bonus, discuss the terms of the bonus payment with him in advance. Tell the employee:

conditions for issuing a bonus;
period for issuing a bonus;
the size of the bonus;

additional conditions issuing a bonus that can increase the bonus or reduce its size (if any). First of all, formulate the conditions (criteria) under which the bonus payment will be made. To do this, determine the desired result of the employee's work. Strive to describe the result of the work in a clear, understandable form for the employee, preferably in quantitative form, for example, overfulfillment of the revenue plan for six months by seven percent.

Next, define the period for the bonus payment. You can determine the payment of a bonus based on the results of work for a month, for a year, or at the end of a specific task (project). In the latter case, indicate clear deadlines for completing the assignment, perhaps several, while you can link to each deadline a certain amount bonus.

For example, for the programmer for the implementation of the project (development of the program) within the scheduled time (three months), the amount of the bonus will be 50,000 rubles. If the project is completed a week earlier, the bonus amount will be 60,000 rubles. While an increase in the duration of the project by a week will reduce the bonus amount to 40,000 rubles, it will completely eliminate the bonus payment by more than three weeks.

Bonus size

Since the bonus incentive system is not regulated in any way by law, all conditions regarding such payments depend on the wishes and capabilities of the employer. In this regard, determine the amount of the bonus yourself, taking into account financial capacity organization and economic feasibility of this type of expenses.

You can express the bonus amount as a firm, fixed amount, or as a specified percentage of the organization's profits. The larger the amount of the bonus, the greater the stimulating effect. The bonus can be quite significant, for example, equal to the amount of salary for a month or an even longer period.

Please note that when setting a large bonus amount, there is a risk that when performing the next bonus task, if the employee is set the bonus amount less than the previous one, with the same labor costs, then this fact can demotivate the employee, cause discontent. In this case, it is necessary for the employee to justify the reason for the decrease in the amount of the bonus and to focus on the very fact of the employer's desire to reward the employee for his work, or to compensate for the smaller amount of the bonus with additional non-material motivators.

Define additional conditions for issuing a bonus in each specific situation separately. Please note:

Individual characteristics of an employee (his positive and negative qualities (characteristics) as a professional and as a person);

The influence of external conditions on the employee's performance (market position, seasonality, performance of other departments, etc.);

The impact of the timing of the project on the result of the work of related departments, other employees;

Economics what is the validity of the size of the bonus when certain conditions for issuing a bonus are met, etc.

Labor legislation does not oblige the employer to legally formalize the procedure for paying the bonuses promised to the employee. However, such a design will be desirable for both the employee and the employer himself.

You can include conditions for the payment of bonuses in labor contract... However, such inclusion is not very profitable, since in this case the bonus takes the form of a stimulating payment and, therefore, is taken into account when calculating the employee's average earnings. This, in turn, leads to an increase in the amount of vacation pay, sick leave payments and other similar payments due to the employee during the period of maintaining his average earnings. Consequently, the inclusion of conditions for the payment of bonuses in the employment contract will lead to an increase in the costs of the organization for remuneration.

There is one more option for registering the procedure for paying bonuses. Invite the employee to register as individual entrepreneur and conclude a civil contract with him, in which provide a bonus payment. At the same time, the work performed by the employee will be regulated by the norms civil law... This is easier for the employer, but not very convenient for the employee. An employee may not agree to become an entrepreneur, since the status of an individual entrepreneur implies additional responsibilities for calculating and paying taxes. Even in the absence of income, he will have to file tax returns for these taxes.

The most convenient option for registering a bonus is to be mentioned in employment contract employee about the possibility of calculating bonus payments to him. In this case, all the essential conditions regarding the procedure for determining the size and receiving bonuses are detailed in a separate agreement between the organization and the employee, or define such conditions in another local normative act organizations, for example, the Regulation on the payment of bonuses.

In this Regulation, provide for the procedure for the formation of the bonus fund, determine the method for calculating the individual amount of bonuses, and also stipulate the conditions under which they will be paid. In the regulation, provide the employer's right to reduce or deprive the employee of bonus payments, and also write down the conditions for changing the amount of the bonus in case of a decrease in the organization's profits, dismissal of the employee, and so on.

When in a conversation with employees or candidates for vacancies they talk about a dream job, then almost everyone says that they would dream of working in the offices of Yandex, Vkontakte, Google and other modern technology companies? They are so desirable not because of high salaries, but because of the motivational bonuses that are given to employees: delicious food, lounge areas, opportunities for development and other nice features. Smaller companies are also starting to pull themselves up: here and there you will see guys who dissect around the office on a scooter, or occupied capsule chairs in which you can take an hour's nap. Table football or tennis have become commonplace in general.

2014 has shown that motivational bonuses for employees have become a tradition. Among them there are already some kind of "leaders" who are periodically talked about in the news and written in the press. Forbes magazine has collected interesting ways to win not only wallets, but also the hearts of employees. I supplemented them interesting examples who met me.

Game rooms

What can attract best programmers and the tech minds of our time? Games only. Any company needs a smart programmer, system administrator, engineer, or other techie (even if it's a private library). Therefore, game rooms with tennis, darts, PS or X-box are now ubiquitous. They quickly become the brain center of the company, in which I constantly come up with something on the go.

Some companies have already outgrown rooms: for example, Killerinfographics.com has a climbing wall, and Google, which has been one of the world's top 5 employers for six years, offers employees a bowling alley and a bocce lawn. And that's just the top of the list.

Good food

It doesn't have to be full meals: someone gives a discount at a nearby cafe, someone organizes a cafe right in the office. Some provide the workers with cookies, and some with donuts on Thursdays.

This kind of vacation can be much healthier for the brain than going to the beach with your wife and children.

Freebie

Freebies can range from coupons and discounts to free food, educational courses, and more. Food Corporation J.M. Smucker, for example, pays 100% for the second higher education for their employees.

Here are some of the funnest ways to make your employees happy with something free:

Subscription to magazines.
Babysitter for children.
Tickets to the movies or somewhere else.
Spa services.
Massage.
Maintenance of equipment.

Free surprises don't have to be everyday. They can be a great gift for a birthday or any other occasion. Freebies can be themed: for example, free laptop repairs and other gadgets for programmers, or paying for a fitness center for a chef.

Finally, here are the words of Larry Page (CEO of Google), who can safely be considered the trendsetter in motivational bonuses: “When you take care of people, you increase productivity. Instead of counting working hours, count the result. We must always think about what else can be done for our employees. If our team becomes happier and more productive, we will become happier too. "

These are some interesting examples. Choose those that seem effective to you and apply.

Who would refuse to work in a place where they eat delicious food three times a day, offer a long vacation, good insurance and take care of their future retirement? True, in the IT industry, you won't surprise anyone with such privileges, so employers have to rack their brains and come up with something extraordinary.

And they succeed! Check out what some well-known companies offer - in some places it sounds completely unbelievable, but it's true.

1. The smell of fried bacon

The first place on our list is occupied by Scopely is a Los Angeles-based mobile game development team. Not so long ago, they made a splash with their rookie kit. It included a few packs of dollars tied with stripes of bacon, a year's supply of Dos Equis beer, a custom-made tuxedo, and a portrait of the same employee who got the wealth.

2. Walks on the ocean

If you love sailing, you will surely enjoy the company iCracked from San Francisco, because here employees are offered not only free lunches, Mac computers and good insurance, but also trips on a yacht moored right outside the office. And one more plus: since the company specializes in repairing Apple gadgets, you don't have to worry about the fate of your iPhone. If it breaks down, they will fix it at work.

3. Meet the boss in the air

Don't like the ocean? Do you want to fly? In company Dropcam there is a rule: everyone new employee goes on a flight - on a corporate helicopter in the company of friends and family. The car is driven by the director of the company, Greg Duffy, so you get to know him as soon as you get a job. Don't forget to bring your Dropcam with you - it's useful for streaming and showing off great views.

4. Halloween every day

If you can get a job in a startup Exec, you will not have to think about what to wear for the next Halloween: here every beginner gets a cute sweatshirt in the shape of a dinosaur as a gift. It is assumed that it is in it that he must go to work. In general, the company is engaged in cleaning apartments and generously tidies up the houses of its employees for free. Maybe he washes the sweatshirt at the same time, but we don't know for sure.

5. Breakfasts on the roof for employees and their four-legged friends

And here it is. Perhaps this is biased, but we also have good traditions. For example, we throw great parties and take care of the relatives and four-legged friends of each of our employees. Yes, you read that right: the dog is a full member of the family, so it can come to the office. And she does not sit alone while her owner has breakfast on the roof and admires the view of the Mediterranean Sea. Each floor has entertainment and toys for animals, so our pets are not bored with us.

6. Caring for loved ones

About work in Google there are legends. Probably, this is the only company in the world where you want to work until the very end in the truest sense of the word. True, in this case, the bonuses will not go to you, but to your loved ones. Google went beyond restaurants, insurance, and on-the-job massage and came up with this: When an employee goes to better world, his partner receives half his salary for ten years, and his child receives a thousand dollars every month until he is 19 years old. Or 23 if he is a full-time student.

7. Vacation money

In company Moz understand that people need a good vacation and are offered not just three weeks off, but three thousand dollars in addition - for flights, hotels, restaurants and other expenses. We think that employees are willing to use this opportunity and are happy to travel to different countries.

8. Rest at any time

And the company Ask in general, a very interesting attitude towards vacations. In short, it can be formulated as follows: if you want to rest, rest. You don't need to go to your boss and ask for time off. The management fully trusts its employees and does not control them in this matter.

9. Skating rink and sociopath's corner

V Mail.ru Group it is customary to take care of the well-being and mood of the team, so there is a fresh bar, a restaurant, a beauty salon, a doctor's office, a fitness center and a large gym, which, if desired, can be easily converted into a skating rink. If you are tired of open space, you can sit quietly in the “sociopath's corner”. When it's warm outside, the company gives out bicycles and scooters to everyone, and when it's raining - umbrellas.

A bonus is any financial compensation, reward or return in excess of the recipient's normal expectations. The bonus can be provided to employees and managers of the company, potential employees or shareholders. Bonus is an additional compensation paid to an employee above his or her regular salary. The cash payment can be used as a reward for achieving certain goals set by the company, or for loyalty to the company. In an office setting, bonuses are usually provided either to reward an employee or to reward an excellent job.

Bonus as an incentive

Examples of bonuses that are offered as incentives include signing bonuses, referral bonuses (see also what is) and retention bonuses. The cash payment upon signing a contract is a cash offer to potential employees who are perceived as the best talent for the firm. The bonus is designed to stimulate potential hiring so that the best people could not get a job in competitors' firms.

A referral bonus is awarded to an employee whose recommendation of a person for an open position with a firm results in the hiring of that person. The firm offers referral bonuses to their top performers to get people that reps can vouch for in terms of great work ethics, high skills, and positive attitude. If the recommended person ends up getting a job, the referrer will be given a bonus.

The corporation offers retention bonuses to key employees to encourage them to stay with the corporation, especially during times of crisis or organizational change. A financial incentive aims to provide an employee with confidence that his or her employer values the contribution to the corporation and would like to retain it.

Performance bonuses

Rewards may also be offered to employees as motivation for some exceptional work that has been completed and completed. A performance bonus is offered when a project, quarter, or year is successfully completed; when a team or employee goes beyond the required job responsibilities; when a special remuneration should be provided to an employee. Bonus can be provided natural person, team, department or everyone in the company according to the contribution of each entity. The bounty bonus can be a one-time offer or a recurring payment for employees and executives. Reward bonuses are not always monetary rewards. Sometimes they are paid in kind in the form of promotions, gift cards, weekends, holiday turkey, or just a verbal appreciation. Examples of bonuses provided to an employee for a job well done include an annual bonus scheme, a point bonus, a bounty bonus, a bonus participation fee, and a milestone bonus.

Some businesses have an annual bonus structure built into employee contracts. In the event that the firm makes a profit during the financial year, the profit will be distributed among the employees, a and C-Suite (C-Suite, or C-Level, is a widely used slang term used to collectively refer to the most important leaders of the corporation. C -Suite gets its name from senior titles, which usually start with the letter C, as the main executive director (), CFO(), COO ()) and get the most of the pie. A bonus bonus is a microloan payout, usually valued at around $ 50, given to an employee or team that deserves special recognition. An employee benefit bonus can also fall under a bonus program, or it can be a separate benefit plan provided to an exceptional employee. Employees who reach a milestone with a firm say they have been with the firm for ten years may also be recognized as an enterprise that would offer him or her additional compensation in cash or in kind.

Other bonus schemes

Not all bonuses are offered as incentives or rewards. Some bonus payments paid to employees are not earned and are provided only because the person is part of the company.

In addition to employees, shareholders can also receive a bonus as a return on their investment in the company. One type of shareholder bonus is a dividend that is paid to shareholders out of the proceeds from the profits realized by the company. The board of directors must approve dividend payments and can also decide to stop payments at its discretion.

The company can also issue bonus shares to shareholders, thereby increasing the total number of issued and owned shares. The bonus problem is usually based on the number of shares already held by the shareholder and is very similar to the spread of shares, except that no breaks occur with the bonus shares, and in the section “ Share capital»Balance changes the balance.

Bonus plans aren't just limited to employees and shareholders. Other stakeholders in the company's supply chain may receive additional compensation, such as subscription bonuses, from the company to qualify for the contract. In addition, professional sports groups also offer bonuses to highly qualified players who want to join the team.

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Well-motivated staff can significantly increase sales, which in turn leads to increased profits in the business and, therefore, increases the remuneration of these same hardworking employees.

The main thing is to choose the most suitable motivating program correctly, so that it does not work out that you reward your staff for their duties, which are already included in wages... A program that is too generous can cost you dearly.

At the same time, if the motivation program is poorly planned, then it will not lead to an increase in the profit of a restaurant, cafe or bar, since the staff will very quickly figure out whether the game is worth the candle.

The staff must have a good understanding of the essence of the motivation system. They must clearly know how to earn extra rewards.
Bonuses (bonuses) should be paid out without delay. It is best to make payments once a week or a month. Employee motivation will lose its force if the receipt of remuneration is postponed indefinitely.
The organization and control of the incentive system, as well as the processing of the results, should be carried out easily. It is even better if the staff will independently fill out the necessary forms, which still need to be periodically checked using a random sampling method.
The system should be based on clear measurable indicators that are easily monitored by the participants in the system, and not a phantom share of the profit. It is better to motivate the top management with a profit share, provided that the calculations are very well organized. But line staff will not be interested or inspired by such motivation.
The new incentive program needs to be introduced gradually and constantly track the results - whether sales are really growing and staff are performing better. Remember that there are potential cases of fraud and forced sales that need to be prevented. Also, innovations can negatively affect staff morale.

Staff motivation: 6 types of incentive systems

Simple encouragement

With a simple incentive, a monetary reward is introduced for each position sold or received hryvnia:

5 UAH bonus for each dessert sold;
a bonus of 30 hryvnia for each additional bottle of wine;
5% for every 50 hryvnia of sales.

The advantage of this motivation system is in close relationship between definite action and the amount of remuneration. I sold more - I earned more.

Cons - staff can use pressure tactics to sell bonus positions first and as much as possible. And also the inability to calculate in advance the profit and costs of bonuses.

Reward for achieving a specific goal

The staff receives a specific task, which is expressed in monetary terms. For example, if you sell more than 10 branded desserts, you will receive a reward of 200 hryvnia.

The advantage of this method of motivation is in a clearly defined task and a previously known budget of the bonus program.

This method will be successful if only well thought out targets... If you very quickly raise the bar of goals, then you can come across complaints from employees. If you set a higher goal the best employees, you can cause a negative reaction from the rest of the team.

Collective competition

The team is divided into groups and the group result is assessed.

For example, the shift that sells the most desserts will split the 600 hryvnia bonus, or kitchen workers will share the 1600 hryvnia bonus, having met the food cost indicators for a week or a month.

The advantage of such an incentive system is the ability to calculate its maximum cost in advance. It evokes a competitive spirit that sometimes motivates even more than the prize money itself. Works well in teams with high morale and well-coordinated teamwork.

The downside is that workers with low productivity or motivation and skills can reduce the performance of the entire group. And then, employees with high productivity and qualifications will be unhappy and may leave, as their work is not rewarded. If the high qualifications of an individual employee allow him to receive more tips, he is unlikely to want to share them with the group.

Established performance levels

Employees will receive monetary rewards for achieving a clearly defined goal. For example, participants will receive a bonus for the first 10 bottles of wine sold in the amount of UAH 800; for the sale of the next 10 bottles - 1600 hryvnia; for 30 bottles - 3000 hryvnia.

The advantage is that when this method promotions can significantly increase sales and save on bonuses. For example, if the staff sold 19 bottles of wine, then the bonus is paid only for the first 10, since the goal of the higher level (20 bottles) is not achieved. You can offer a really large amount of reward - this will only increase productivity. So you can safely declare that the person who sells 30 bottles of wine will receive a bonus of 3000 hryvnia.

The downside is that the staff can be disappointed if they don't reach the next level just a little, say, 1 bottle of wine.

Irregular bonuses

In this incentive system, bonuses are paid irregularly for productivity in terms of one shift, day or week.

For example, a team will receive a 1,000 hryvnia bonus if they sell 20 fish specialties in an evening. A Sunday bonus can be a coupon for dinner or a ticket to the dolphinarium, which will be received by the employee who sold the most salads.

The good news is that in this way you can revitalize some long-term programs and make the incentive system more attractive. This method can be combined with programs 1, 2, 3 and 4. You can also purposefully motivate staff to sell positions with good margins.

The downside is that irregular bonuses will entail additional costs and may require additional organizational efforts.

Performance-based remuneration

New goals are formed on the basis of previous indicators. For restaurant business this method is not entirely appropriate, as the entertainment industry is highly volatile, and it assumes a long-term perspective.

For example, meeting the annual budget; receipt of a bonus by a manager if the level of salaries does not exceed the established amount; a banquet for the kitchen staff, if the indicators for six months are met.

The plus is that you will have to pay bonuses only if there were additional sales. The amount of remuneration does not depend on the case and the principles of its formation are clear in advance.

Disadvantages will manifest themselves under the condition of poorly formed goals. For example, if a goal is easily achievable, then it will not greatly increase productivity. And the bonus is perceived as part of the salary, and not a reward for really excellent work.

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