How to implement and apply a system of employee bonus deprivation
Posted: Mon Jan 27, 2025 10:17 am
It is impossible to implement the system of depriving employees of bonuses in one day. It is necessary to work step by step. Both the management and the entire team will need time to get used to the new order. In addition, newly arrived employees will also need to be explained the conditions for calculating additional payments and taught to work according to this scheme (if newcomers are not yet familiar with it). What procedure should be used in this case?
Determine the amount of possible direct moving leads email list bonus reduction for employees
Two main amounts should be determined, namely, the amount of the general and one-time bonus deduction. The general is usually 10% of the salary and is accrued to employees who have worked the entire month without violations. And this is the maximum amount that the employer can withhold as a punishment for misconduct. The one-time deduction is equal to 1/10 of the bonus amount.
It turns out that if an employee's salary is 50,000 rubles, then he is awarded a 5,000 ruble bonus for impeccable work. And for each offense, the employer can withhold 500 rubles. Someone will ask: what to do if the employee already has 10 violations, and he continues to make mistakes? From what money to withhold penalties? In general, practice shows that employees do not have more than five violations per month. If you still come across a person who incorrigibly screws up time after time, then think about whether you need such a "specialist" in the company or it is better to part with him as soon as possible.
How to implement and apply a system of employee bonus deprivation
Source: izzuanroslan / shutterstock.com
Employees must understand that they will receive a bonus (not a net salary) only in the event of impeccable work, and this is not at all a mandatory payment. This was the original agreement. Although it often happens that this point is forgotten and employees perceive the accrual of a bonus as something self-evident.
Apply the grading system
This stage of the implementation of the employee bonus deprivation system cannot be skipped: it ensures the reliable operation of the entire scheme. Grade is understood as the level of professional skill and development of personal abilities of a specialist. When a person cares about acquiring new knowledge and skills, his level grows and he moves to the next grade level. And along with this, the size of bonus payments also increases.
Increase salary
What is the significance of the grade system in the process of depriving employees of bonuses? An important condition of this system is that the employee ultimately does not lose in salary. Possible losses are compensated to him in the amount equal to five deductions for the alleged violations.
But from what funds can the employer pay these expenses? The employee receives compensation as an advance payment - in the expectation that he will improve his skills and move to the next level of grade in the near future. If the employee does not do this (he is unable to or simply does not want to), then perhaps there is no point in continuing to work with him?
Such compensation gives confidence that even having committed 5 violations, a person will still not lose in salary. Thus, he has an incentive to work better and earn more.
Determine the amount of possible direct moving leads email list bonus reduction for employees
Two main amounts should be determined, namely, the amount of the general and one-time bonus deduction. The general is usually 10% of the salary and is accrued to employees who have worked the entire month without violations. And this is the maximum amount that the employer can withhold as a punishment for misconduct. The one-time deduction is equal to 1/10 of the bonus amount.
It turns out that if an employee's salary is 50,000 rubles, then he is awarded a 5,000 ruble bonus for impeccable work. And for each offense, the employer can withhold 500 rubles. Someone will ask: what to do if the employee already has 10 violations, and he continues to make mistakes? From what money to withhold penalties? In general, practice shows that employees do not have more than five violations per month. If you still come across a person who incorrigibly screws up time after time, then think about whether you need such a "specialist" in the company or it is better to part with him as soon as possible.
How to implement and apply a system of employee bonus deprivation
Source: izzuanroslan / shutterstock.com
Employees must understand that they will receive a bonus (not a net salary) only in the event of impeccable work, and this is not at all a mandatory payment. This was the original agreement. Although it often happens that this point is forgotten and employees perceive the accrual of a bonus as something self-evident.
Apply the grading system
This stage of the implementation of the employee bonus deprivation system cannot be skipped: it ensures the reliable operation of the entire scheme. Grade is understood as the level of professional skill and development of personal abilities of a specialist. When a person cares about acquiring new knowledge and skills, his level grows and he moves to the next grade level. And along with this, the size of bonus payments also increases.
Increase salary
What is the significance of the grade system in the process of depriving employees of bonuses? An important condition of this system is that the employee ultimately does not lose in salary. Possible losses are compensated to him in the amount equal to five deductions for the alleged violations.
But from what funds can the employer pay these expenses? The employee receives compensation as an advance payment - in the expectation that he will improve his skills and move to the next level of grade in the near future. If the employee does not do this (he is unable to or simply does not want to), then perhaps there is no point in continuing to work with him?
Such compensation gives confidence that even having committed 5 violations, a person will still not lose in salary. Thus, he has an incentive to work better and earn more.