Does anyone still Receive a Bonus at Work?

Gavin83

Deleted%20User wrote: »

Plus the free lunch every day when at work.

That's a huge benefit. Do you work with food in some way?

I've never worked in a job where I've received a bonus. Currently I work for the public sector so obviously no bonus or even a pay rise, excluding promotions. I do however get overtime (and a reasonable amount of it) so every quarter I received an enhanced pay packet. Kind of feels like a bonus.

My fiance used to get a huge bonus, 20% of her salary and I know that was a huge boost at Christmas, although I'd imagine this is practically unheard of now. It was a very well off company however.

OldMusicGuy

I'm in the IT industry, most people I know would have a performance-related bonus as part of their package. I would say 15 to 25% is a common bonus level in the IT industry. In my company, the bonus is based on a whole set of personal performance metrics that are closely monitored (which can encourage some negative behaviours by managers and employees). The overall size of the bonus pool is based on company performance, so in bad years the bonus can be much lower than in good ones.

My son just started his first job for a small, specialist consulting company and has a bonus that will typically be between 15 and 25% of his salary based on company performance. Mind you he hasn't been there a year yet so we will see how that pans out.

Before I joined the IT industry, none of the companies I worked for had bonus schemes, but that was in the late 70s and we had things like generous defined benefit pension schemes. I've been in the IT industry since 1989 and have never worked for an IT company that offered a defined benefit pension scheme. Most of my bonus payments in recent years have been saved into my pension pot.

It probably varies by industry and sector, in some it is the norm, in others it is not.

TBagpuss

We pay bonuses.
We have a formal bonus structure for people who have a billing target, which is based on a % of the billing they don, once they are over their target, and subject to the firm being in profit, the individual's department having hit target (that part is to discourage poaching and encourage departments to work cooperatively). The bonus can be withheld if the person has outstanding client complaints against them which could cost the firm money.

We then give discretionary bonuses to non fee-earning staff based on performance. We are a small enough organisation that as owners, we have personal dealing with all staff and it's very rare for us to disagree about who should get a bonus.

We also pay for the christmas party, although this year, on the recommendation of the staff social committee, instead of paying for the meal, booze and taxis for the party, we are paying a fixed contribution (which will cover the food and a welcome drink) and are also paying for other social events through the year, so the spend is about the same but there will be 3 or 4 events so hopefully everyone gets to go to some one them, and to have something they enjoy. So far we've had a bowling trip, and riverboat excursion and there are the christmas party and a quiz night in the pipeline.

We haven't done across the board pay rises but do review everyone on an individual basis every year and give raises where appropriate. (there are not very many people who have not had a raise in the last couple of years, and there is good reason for those who haven't had one!

In January everyone is getting the increased pension contributions so in terms of the cost to us as a business that's an extra chunk on payroll.

TELLIT01

Many, many moons ago I worked for Whitbread at one of its breweries, although I was on the IT side. It was at the time when 'elf 'n safety was rearing its head, and for some reason it was decided that giving the brewery works a daily beer allowance wasn't a good idea, can't imagine why.
The positive knock on from that was the union negotiated that all staff, not just those in the brewing side, should be given a take-home allowance instead. There were a number of options, but I went for 48 cans of lager per month, with a double allowance in December. Now that was a worthwhile bonus.

Cotta

TELLIT01 wrote: »

Many, many moons ago I worked for Whitbread at one of its breweries, although I was on the IT side. It was at the time when 'elf 'n safety was rearing its head, and for some reason it was decided that giving the brewery works a daily beer allowance wasn't a good idea, can't imagine why.
The positive knock on from that was the union negotiated that all staff, not just those in the brewing side, should be given a take-home allowance instead. There were a number of options, but I went for 48 cans of lager per month, with a double allowance in December. Now that was a worthwhile bonus.

What about for those who didn't drink?

Takeaway_Addict

Cotta wrote: »

What about for those who didn't drink?

..number of options...

Deep_In_Debt

I used to work for large financial organisations and used to get some sort of bonus every year depending on company individual performance.

My current firm (not financial services) normally offer bonuses but this year has been a bad year financially so no bonus this year. However, they are paying for our Christmas do this year and did pay for a day at the races earlier in the year so can't complain too much.

fozzeh

I've always had bonuses in large, small and medium size companies ranging from 2% to 12% (with one job guaranteeing 10% as it was factored into the contract (and could be classed as special dispensation in the books))

Savvy_Sue

TELLIT01 wrote: »

Many, many moons ago I worked for Whitbread at one of its breweries, although I was on the IT side. It was at the time when 'elf 'n safety was rearing its head, and for some reason it was decided that giving the brewery works a daily beer allowance wasn't a good idea, can't imagine why.

:rotfl: An accountant I once knew used to audit the accounts for a similar company, and described the crates left handy by his desk when he was on site. Of course as a good auditor he ignored them ...

NEVER worked anywhere with a bonus system.

lush_walrus

We give staff two bonuses a year. Previously this has been one large bonus at Christmas but we thought staff needed motivation to be more frequent.

Both bonuses are performance related, generally about 80 - 90 percent of the staff get them. If we have an under performer then they are excluded from that as are new members of staff, bonuses are given after a year of employment. Not everyone receives the same amount high performers 2.5 percent reducing to 1 percent.

Same with pay rises, we give them every year but pending on performance. Both are decided in partner meetings where we discuss each member of staff and agree together.