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Pay for performance front line staff

Would you structure a bonus plan for all staff using performance measures only certain clinicians can impact?


Sara Voight
Title: Controller
Company: Critical Signal Technologies, Inc
(Controller, Critical Signal Technologies, Inc) |

My personal opinion is NO. If I am a team member, there would be zero incentive for me to pick up my game if a bonus was based on something I had no impact on. It might even drive me to cut down on my overall productivity and attitude. If, instead, a small piece (10%-20%) of my incentive/bonus was based on how well a colleague drove results and there was a chance I could improve my bonus by pitching in and helping them I would view it differently. I think at many companies, they provide a personal and corporate bonus structure. If you meet your goals you can get up to X% of the bonus, and if the company meets their goals, your bonus can increase to 100% of the bonus pool.

Anders Liu-Lindberg
Title: Regional Finance Business Partner
Company: Maersk Line Northern Europe
LinkedIn Profile
(Regional Finance Business Partner, Maersk Line Northern Europe) |

I agree with Sara,

Create a bonus plan where a part is dependent on personal performance and a part on company performance. You want to avoid having individuals running around getting large bonuses while the company is performing poorly. Similarly, low performers shouldn't get high bonuses just because the company is doing well.


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