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re: Update: Christmas Bonuses
Posted on 12/2/18 at 12:08 pm to Mud_Till_May
Posted on 12/2/18 at 12:08 pm to Mud_Till_May
Highly dependent on role in the company...I don’t think there is a generalization that can be made on a “fair” bonus, broadly speaking.
0
Posted on 12/2/18 at 12:53 pm to GenesChin
Very true. I interviewed at 2 very successful medium sized companies in the last 6 months. One had ~150 employees in their office. The other 450. All of the bonus was paid on performance. Both companies had dashboards displayed on TV’s throughout their office showing where they were at vs the goal. That visible transparency shows everyone where they are at every single day.
Posted on 12/3/18 at 11:36 am to CHiPs25
quote:
CHiPs25
quote:
The example I used earlier of the $5k payout will be maybe $1k this year. We would love to give the normal bonus this year, but we just can't.
Yeah, I'm calling BS.
First off, you better tell your people soon. A $4k loss of income in December is HUUUUUGE in a manufacturing setting unless we are talking someone like $150k+ salary.
Secondly, your company needs to take a MAJOR hit here and it be on the owner/ management. YOU as the management F'd up.
I'd recommend not giving anyone hired this year anything more than maybe $100. Then cutting everyone else's bonus by 10-20%. Management needs to find the rest of the money.
Otherwise you are gonna have a lot of pissed of employees.
You better make this decision ASAP. Closer to Christmas the worse off you are.
You need to make at least quarterly updates and tie the bonus to performance or revenue. You can't simply say "oh shite sorry we can't afford it 2 weeks before Christmas".
Posted on 12/3/18 at 11:39 am to thelawnwranglers
quote:
It isn't the $100 bucks. If times are tight quit spending on stupid shite not my pay. Not paying bonus is a company failure. Stop wasting money and protect my pay executives.
This absolutely. As someone that has been there, there's nothing worse than cutting my pay but then still hosting dumb parties and making non revenue affecting costly decisions. Like continuing the remodel of the employee break room even though our budget sucks.
Posted on 12/3/18 at 1:06 pm to baldona
I’ve been seeing it in our organization for 3 to 4 years now. Reduced margins over that time increased competition , revenue growing, but margins are off 20%. I go to Corp office about once a month and it’s a quiet cubicle/office morgue. I wonder “ what The hell did these people do all day”. ... Profitability based bonus for the rank and file will be zero or very minimal.
Posted on 12/3/18 at 2:21 pm to CHiPs25
I have been with my company for 11 years now and have gotten an end of year bonus every year on the second to last paycheck except for last year. It came and went and management didn't say anything until the day before the last paycheck of the year, 3 or 4 days before Christmas. They didn't meet revenue and had to wait for the parent company before bonus handout. Many people were ticked off that nothing was said until the email at the end.
In February of this year, an email was sent out stating that the end of year bonus is now going to be paid out in the first quarter of next year. This gave people time to plan ahead for this year, which I believe is the right thing to do.
I guess the TLDR version would be to tell them right away, as many will be counting on that bonus for Christmas. And get rid of the party and make it a potluck or something with minimal company funds.
In February of this year, an email was sent out stating that the end of year bonus is now going to be paid out in the first quarter of next year. This gave people time to plan ahead for this year, which I believe is the right thing to do.
I guess the TLDR version would be to tell them right away, as many will be counting on that bonus for Christmas. And get rid of the party and make it a potluck or something with minimal company funds.
Posted on 12/4/18 at 5:46 am to CHiPs25
You fired the people who earned the largest bonuses? Proof that you need to re examine the bonus structure.
Posted on 12/4/18 at 6:27 am to CHiPs25
quote:
then we have some employees that we’re going to fire after the holidays. Those employees are getting a lower bonus as well.
Just an FYI, if you’re going to fire for cause and try to prevent them from collecting unemployment, you should not give them a bonus. It’s hard enough to block unemployment, but near impossible if you paid them a bonus.
Posted on 12/4/18 at 6:56 am to hungryone
quote:
You fired the people who earned the largest bonuses? Proof that you need to re examine the bonus structure.
We fired people that had been here for a few years that were under-performers. Our bonus structure has always been based on tenure, it just so happens that we had dealt with under-performance for too long.
Posted on 12/4/18 at 6:58 am to southernelite
quote:
Just an FYI, if you’re going to fire for cause and try to prevent them from collecting unemployment, you should not give them a bonus. It’s hard enough to block unemployment, but near impossible if you paid them a bonus.
We will not be fighting unemployment with the individuals that we will be letting go. We are making some organizational changes due to the fact that we have some personnel that has $hitty attitudes, continues to not ask what we (ownership) as them to do and we're tired of it. We're bringing in some fresh faces/ideas for these roles.
Posted on 12/4/18 at 7:21 am to CHiPs25
Well then why are you giving them a bonus if they’re bad employees. Kinda sending mixed messages there boss.
Posted on 12/4/18 at 7:32 am to iAmBatman
This guy clearly doesn’t know how to run a business and that’s why they’re suddenly having this issue instead of knowing about it and working it out in advance. But he’s already mentioned that their profits are drying up, not surprising based on this thread
Posted on 12/4/18 at 8:26 am to Upperdecker
Yeah this thread doesn't make much sense.
If you're having a bad year and want to cut the bonus then that is totally fine but you need to be open and honest with your employees. Giving someone a bonus and them letting them go a couple of weeks later seems like the worst thing to do. You're giving these people a false sense of job security right after the holidays. Not a good management decision at all.
If you're having a bad year and want to cut the bonus then that is totally fine but you need to be open and honest with your employees. Giving someone a bonus and them letting them go a couple of weeks later seems like the worst thing to do. You're giving these people a false sense of job security right after the holidays. Not a good management decision at all.
Posted on 12/4/18 at 2:21 pm to CHiPs25
quote:
We are making some organizational changes due to the fact that we have some personnel that has $hitty attitudes, continues to not ask what we (ownership) as them to do and we're tired of it. We're bringing in some fresh faces/ideas for these roles.
So your most tenured employees are your crappiest.
Sounds like you have a lot of rot in your organization. Are you sure this is a "family business" and not a government organization? =)
Good luck to you in rooting it out. Sounds like y'all dug a hole for yourselves but hopefully you are starting to get out of it.
Posted on 12/4/18 at 3:32 pm to LSUFanHouston
quote:
So your most tenured employees are your crappiest.
Just two in particular. The only reason they've made it this far is because we needed a body for their roles. We have found a new body.
quote:
Sounds like you have a lot of rot in your organization.
Not at all. But when we let go of one person who is the weakest link, the next weakest link pops up and we can either 1) train that person 2) let that person go. In this situation, you cannot train a person to change their attitude.
Posted on 12/4/18 at 10:07 pm to BitBuster
quote:
Company Christmas party AND bonuses?
I'm not trying to be a dick but I hope your employees realize how rare that is in today's world.
Every company I've worked for in the last 6 years has had this, and that includes a grunt job in college after I left the Navy.
Last year, our management rented a bar and opened a tab for 3 hours for our holiday party along with giving us Christmas bonuses.
This post was edited on 12/4/18 at 10:07 pm
Posted on 12/5/18 at 11:27 am to iAmBatman
quote:
Well then why are you giving them a bonus if they’re bad employees.
Because they base bonuses on seniority rather than production. Such an antiquated concept.
Posted on 12/5/18 at 5:54 pm to Epic Cajun
quote:
Well then why are you giving them a bonus if they’re bad employees.
Since our company has been around, this has always been how we do our bonuses. When you are a 20-person company, you typically don't have the bankroll to hire the best employees around so you make do with what you have. In the past 2-3 years we have gone from 20 employees to 40 employees and the more employees you get, the more you see the inadequacies of those weakest links. That's where we are at now. We are getting ready to hire their replacement, at which point they will no longer be here.
We appreciate the help that those people have given us over the years. They have strong suits that have definitely helped us over the years, but we have outgrown their capabilities.
Posted on 12/6/18 at 9:57 am to CHiPs25
Do you and I work for the same place? 
We get less done with more people. It's our motto.
We get less done with more people. It's our motto.
Posted on 12/7/18 at 8:11 pm to Lawyered
quote:
wonder how common it is for people to do their Christmas gifts and stuff based on their expected bonus? Another way to phrase it is, how many folks DEPEND on their bonus for all of their gifts and stuff?
I know I shouldn’t but that’s what my wife and I do. Don’t get me wrong it wouldn’t ruin us if we didn’t get ours but our company had given out bonuses every year for the past 25 plus years and we just keep growing. So it’s hard to imagine not getting one. Not gonna lie though waking up this morning and seeing that bonus hit does give some relief though
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