“The Christmas Bonus”
by Chris Reinhardt, feedlot specialist
It’s that time of year again—bonus time. And you’ve probably tried or considered every conceivable idea to make your bonus program something meaningful and impactful.
Some have suggested that if the bonus comes every year and isn’t tied to something extraordinary, the employee simply considers it part of their salary, and takes little note or makes little effort to earn it, because it’s just part of what has already been earned. But then to change the existing bonus system midstream, so to speak, after precedence has already been set, invites the risk that it becomes a ‘dis-incentive’, creating discord and discontent—the opposite of the desired effect.
But is there room for a compromise? Some sort of safe—but effective—middle ground?
Is there a way to reward the entire team but also give special recognition to someone or some portion of the team who have made an especially valuable contribution to the effort over the previous year? On any healthy, productive team, team members all want to believe that their contribution is needed and important, but they would also readily recognize when another teammate has made a special sacrifice or been an especially valuable asset.
You need to first identify the deserving candidate. Depending on the size of your operation you could survey the entire team, survey only the line managers, or simply select someone you feel would be held up by the team as someone deserving of recognition. How you choose to recognize that person should reflect who you are as a manager, who you are as a company, and best respects the individual identified.
Finally and most importantly, take every advantage of the “bonus”, regardless of what it looks like in your program, as an opportunity to intentionally express true gratitude and appreciation to individuals, to project groups, and to your entire team for their sacrifices and successes over the past 12 months.
