Consider the Business of Employee Bonuses
BY STEVE DINNEN
If you paid workers a holiday bonus, did you think about why you do it? Bonuses can be set up as an informal profit-sharing mechanism, or merely as a way to reward your staff for the dedication and hard work they’ve put into making your business a success during the year.
You have latitude in structuring the payout. You can make it a percentage of the worker’s pay. Or make it a flat amount for everyone, or based on the number of years of service. That’s the route chosen by St. John Properties, a Baltimore property developer, when it handed $10 million worth of one-time bonus checks to its 198 employees. While the average amount paid out was $50,000, the tenure-dependent range went from a whopping $270,000 to $100 for the guy who apparently had been hired just days earlier.
Performance bonuses also crop up around the end of the year. Krista Lindholm, business development manager at business services company Oasis, a Paychex Co., in West Des Moines, says they’re more complex and should be tied to individual performance that aligns with the performance of the firm. Such a program should be clearly explained to employees ahead of time so they know what to work for, and what goals to reach.
|