RE: Bonus Structures

[Joel Fritz <JFritz@xxxxxxxxxxxxxxxx>]

From what I've seen, employee of the year award winners move to a different
job within a year about a third of the time.  (This is what the tobacco
companies call "anecdotal evidence." <g>)

Back in the days of 15 cent hamburgers, I worked in a McDonalds.  One month
I won the "Crewman of the Month" award (there were only male employees at
the time, the parent corporation frowned on the franchisees hiring women)
which entitled me to a $25 savings bond and the right to wear a GOLD HAT for
the next month.  Unfortunately I had worked til 1 AM the night before the
8AM non mandatory crew meeting and slept in--big mistake.  I never got to
wear the hat or wait for the savings bond to mature.  I mention this only
because it may indicate a personal bias on my part. <g>

I've stayed out of the bonus discussion, but the EOTY got me excited.  I'm
against bonuses--period.  If someone does an exceptional job, the best
monetary reward is a pay increase.  If the company does exceptionally well,
maybe the entire staff should get a pay increase.

-----Original Message-----
From: booth@martinvt.com [mailto:booth@martinvt.com]
Sent: Wednesday, June 14, 2000 7:07 PM
To: MIDRANGE-L@midrange.com
Subject: RE: Bonus Structures


Right.  These sorts of things are insults and would be better not done.  A 
friend was chosen as "Employee of the Year" where he worked and was given 
a reserved parking spot with a "reserved for Employee of the Year" for a 
year right at the front door, his picture and a story were in the weekend 
newspaper, and at a special lunch meeting in the cafeteria he was awarded 
his recognition pin, a letter of commendation, and a bonus check of $250. 
His photograph ( blown-up from his ID badge) was framed and hung in the 
main lobby with all the previous winners. 

He was mortified and angry.   He was job hunting within a few weeks.

_______________________
Booth Martin
Booth@MartinVT.com
http://www.MartinVT.com
_______________________




"Bale, Dan" <DBale@lear.com>
Sent by: owner-midrange-l@midrange.com
06/14/2000 12:12 PM
Please respond to MIDRANGE-L

 
        To:     "'MIDRANGE-L@midrange.com'" <MIDRANGE-L@midrange.com>
        cc: 
        Subject:        RE: Bonus Structures

>I think anything shows that you do recognize their work.<

Worked for a now-defunct local consulting company ten years ago.  Had a
project that was underestimated by management BIG TIME (management even
conceded this point).  A team of five programmers put in ungodly hours for
ten weeks, including one guy who regularly worked 90 hours per week. After
the project was completed and delivered, the following monthly meeting
included the announcement of the "above & beyond" bonuses that they handed
out when called for.  You should'a seen the faces around the room when the
branch manager announced that the team was sharing in the $500 bonus pool.
Remember that we were paid straight salary, no overtime.  The company was
doing well financially at the time.

Needless to say, after that experience, nobody was highly motivated to put
more hours in than absolutely necessary.  I guess you could argue that
management really did *not* recognize their work.

- Dan Bale

> -----Original Message-----
> From:          Stone, Brad V (TC) [SMTP:bvstone@taylorcorp.com]
> Sent:          Wednesday, June 14, 2000 8:46 AM
> To:            'MIDRANGE-L@midrange.com'
> Subject:               RE: Bonus Structures
> 
> I think anything shows that you do recognize their work.  A simple thank
> you, free dinner at a steak house, etc... once in a while would be 
enough
> recognition for a job well done.  But instead of the VPs getting all of
> the
> bonuses for our work, it would be nice to get a piece of the pie (it's a
> big
> pie).
> 
> Brad




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