- On a bonus scheme that is aligned with the company’s strategy
- On the realisation of the company’s goals
- On personnel’s satisfaction with the scheme
An effective performance-bonus scheme is based on your company’s goals and steers work in the desired direction.
Performance-based pay complements an employee’s basic pay and is a flexible means of rewarding personnel for their good performance.
Performance-based pay directly influences a company’s productivity and profitability.
There are many ways to implement a performance-bonus scheme: we will help your company build a model that suits your strategy and organisation.
What are the benefits of performance-based pay?
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We will map out your needs
Together we will discuss your company’s situation and your personnel’s needs in terms of rewards.
We will make you an offer
We will propose a plan suited to your company’s needs for developing an employee reward solution or a specific reward scheme in your organisation.
This is how an effective performance-bonus scheme is built
EFFECTIVE PERFORMANCE-BASED PAY IS BUILT:
There are numerous options and approaches. Performance and profit bonuses can be paid as pre-agreed individual or group-level goals are realised or based purely on the organisation’s success. Unlike, for example, pay raises, performance bonuses do not permanently increase the company’s costs.
We will also help you put the performance-bonus model into practice, for instance, by helping to introduce the scheme and plan and hold training sessions.
PERSONNEL FUND: A MORE EFFECTIVE PERFORMANCE-BONUS SCHEME
Paying bonuses into a personnel fund enhances the efficiency and effectiveness of the performance-bonus scheme. The fund enables larger bonuses for the employees and offers a flexible way of saving for their own goals. Their assets also gain the returns of professional investment operations.
Other reward and compensation schemes: choose your own way to provide supplementary rewards
A reward and compensation scheme can be a traditional performance- or profit-bonus scheme, but it can also be based, for example, on a quick one-time bonus or other reward model that best suits your organisation. Different one-time or instant-bonus models are often set up alongside other reward schemes, as nowadays supervisors in particular need ways of quickly recognising successes.
Our experts will help you build a new reward and compensation scheme based on your organisation’s goals, or we can help develop and improve your existing scheme.