The Year-End Bonus Must Be Timely To Play An Incentive Effect.

After a year of hard work, people in the workplace are looking forward to getting a handsome year-end bonus. The company leaders and HR men are worrying about calculating the year-end bonus.

Wang Yongfei said that the year-end award is not only a material reward for employees, but also an affirmation and encouragement for employees. It is also a kind of investment for the company, so establishing a perfect year-end bonus system is very important for a company.

Generally speaking, year-end awards are issued in the following ways:

First, dividends.

As long as the employee is still on the job at the end of the year, no matter what his personal performance is, regardless of the company's performance, the whole staff enjoys the benefits similar to the welfare nature.

There is also material reward, double pay system, extra cash award for excellent employees or opportunity to participate in professional training. Different departments have different assessment standards.

Second.

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According to the results of individual annual performance appraisal and company performance, bonuses are normally issued.

But for each individual specific performance evaluation results, different enterprises have different ways of handling, some are open to all staff, and some are not public.

Third.

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It is usually decided by the boss. There are no fixed rules. It may depend on the closeness of the staff and the boss, depending on the impression of the boss on the employees, the qualification, and the great contribution.

Usually it is not public. This method is more common among private enterprises.

Besides,

They are also issued in various forms, such as issuing cash directly, issuing shopping cards, issuing corresponding physical objects, rewarding tourism and rewarding training.

In addition to cash payment, due to the different nature of enterprises, different enterprises offer different forms of year-end awards, such as Tourism Awards, gift insurance, car stickers, and housing posts.

It is understood that at the end of the year, the job hopping rate has been climbing steadily, and many enterprises have played the role of "binding" for the year-end awards.

Similar to the year-end awards two a year, or even split into the next year, the monthly payment of enterprises can be found everywhere.

In this regard, Wang Yongfei believes that this is obviously misinterpreted the meaning of year-end awards. Year-end awards are recognition of employees' performance in the past year, so they need to be released in a timely manner.

Take FESCO Adecco as an example, the company will advance 3 or 5 years' goal plan ahead of time. If this goal is achieved, every employee will get an extra bonus.

This dividend can achieve a win-win situation, not only can play the role of motivating employees, but also will not be affected for the cash flow of enterprises.

There is no year-end bonus, how much the year-end bonus has gradually become a weathervane to judge the rise and fall of enterprises, their ability to work, and whether or not the talents are left or not.

For the boss, it is no doubt that they want to give the greatest reward to the employees who have the greatest profit for themselves, but also take care of the emotions of other employees, reward the best employees, each boss has his own choice, and every employee has his own complaints.

Therefore, we should have a flexible grasp of the year-end award scale so that we can pool our employees and build a united team.