Companies are increasingly turning to work incentives such as bonuses to help drive engagement and foster a more motivated and connected culture. Employee engagement is not limited to job satisfaction. It reflects their emotional connection with their work and the company. Engaged employees are committed, enthusiastic, and driven to excel. They play a crucial role in propelling companies toward achievement.
The effects on productivity
Bonuses are a popular method for driving productivity and engagement. According to a survey by the Society for Human Resource Management, almost 80% of companies use some form of incentives. The most common are cash bonuses, gift cards, and time off (73%, 55%, and 51%). These companies report a productivity increase of 22% on average.
Bonuses affect one’s extrinsic motivation. This motivation comes from external rewards. Some argue that extrinsic rewards can undermine intrinsic motivation, which comes from feeling fulfilled by your job, emotionally attached to it, pleased to contribute and add value, etc. However, bonuses can and do complement internal motivation. A bonus for outstanding results shows an employee that the company recognizes and appreciates their hard work, reinforcing their commitment to the organization.
Bonuses increase loyalty
Incentives create a sense of loyalty among employees. When they feel their efforts are rewarded, they are more likely to remain loyal to the company. This also leads to a decline in turnover, positively impacting productivity.
A recent survey revealed that organizations that use incentives to reward employees for their achievements and contributions report higher levels of employee loyalty (85%), engagement (89%), and retention (87%).
Improved performance
Employees need an incentive to perform at their best. When they receive bonuses, their performance improves as they put in more effort to exceed expectations. According to a study by the Harvard Business Review, companies that provide incentives to employees for meeting specific targets or goals saw a 44% increase in revenue on average.
Payroll services facilitate bonus allocation
Most payroll services integrate with performance management systems in 2024. This integration allows for automatic calculations of bonuses based on predefined criteria such as sales targets, performance ratings, or company profitability. Automated systems reduce the risk of manual errors in bonus calculations.
These services can be configured to handle various types of bonuses, including performance bonuses, holiday bonuses, sign-on bonuses, and referral bonuses.
Automated systems can send notifications to employees when bonuses are processed, keeping them informed and reducing inquiries.
FAQ
How often should your boss give you a bonus?
The frequency is tied to the standard annual raise, which is expected to be 4% as of 2024. Correspondingly, a bonus of 4% of the annual salary is standard in most industries.
When do most companies pay bonuses?
Traditionally, companies distribute bonuses at the end of the fiscal year—at the end of December or the first several months of the year.
What is a good bonus to receive on a quarterly basis?
It is at the employer’s discretion, but less than 4% of the annual salary will be too small to notice and fail to serve as an incentive. The bonus is typically a flat amount for meeting or exceeding a target.
How do companies decide what bonus to pay?
Goal achievements, performance reviews, and contributions to the organization’s success are usually considered when deciding what bonus to allocate. Position, seniority, and tenure can play a role.
What’s better: a bonus or a raise?
The two are very different, often meaning the difference between someone staying or quitting. By offering a permanent raise, the company shows it cares about the person. Giving a bonus, on the other hand, can help retain an employee for a specific period.
How do I ask for a bonus?
The request should be in writing. State your reasons for asking for a bonus and provide evidence you deserve it. Invite your manager to discuss the matter with you further.
Lynn Martelli is an editor at Readability. She received her MFA in Creative Writing from Antioch University and has worked as an editor for over 10 years. Lynn has edited a wide variety of books, including fiction, non-fiction, memoirs, and more. In her free time, Lynn enjoys reading, writing, and spending time with her family and friends.
