2017 Bonuses. last year) paid bonuses to their exempt employees in 2017, with 18.4% (up from 15.7% In comparison, 31.5% (down from 37.9% last year) of those surveyed awarded bonuses to their hourly workers, with 21.6% 2018 Bonuses. use employee turnover metrics. MORE

With an articulated philosophy as a starting point, a company can map out a strategy for compensating workers—below, at, or above market rate—and the components of compensation, such as salary, bonus, and stock. Special perks like Friday yoga or in-chair massage, retention bonuses, and large cash incentives for employee referrals may be critical components. Market comparison. MORE

These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Some companies are offering unhappy employees a “pay-to-quit” bonus. MORE

In the absence of effective metrics of social performance and mission accomplishment, many organizations rely on other factors in setting compensation. Restricted Executive Bonus Arrangements (“REBAs”). MORE

Your employees may work overtime hours without approval or without pay , feel burdened or burned out, see the distribution of overtime as unfair or wish for other ways to earn a bonus. Is overtime being used as an incentive or bonus without strategic oversight? MORE

These metrics will help you give your employees clear direction and ensure their work stays on track. Consider productivity-based metrics that focus on your employees’ ability to meet deadlines. Some companies are offering unhappy employees a “pay-to-quit” bonus. This simple “perk” can be a big incentive for your employees to stay. Use this as a comparison to your own offerings. Performance bonuses are common in professional sports. MORE

Managers can have better conversations with their direct reports (who can focus on actual performance instead of ratings), employees don’t have to fret about their grades, and raises or bonuses can be doled out with more flexibility and nuance. MORE

Your employees may work overtime hours without approval or without pay , feel burdened or burned out, see the distribution of overtime as unfair or wish for other ways to earn a bonus. Is overtime being used as an incentive or bonus without strategic oversight? It probably makes the most sense to do a year-over-year or month-over-month comparison to help identify if it’s truly a trend or an isolated incident. MORE