However, if targets are not negotiated or if no targets are set, the workers concerned may be entitled to compensation. Similarly, it is only possible to set the achievement bonus to „zero“ in certain cases. A recent judgment of the Paderborn Labour Court shows that this risk can also concern a business acquirer after the transfer of the business. Motivation is not something you can dictate – its presence depends on how you developed your compensation plan. The motivation wheel allows you to see in detail the thought process that your employees will follow when you judge how motivating your incentive strategy is. You will try to assess whether your goals are ambitious (but also reasonably realistic and achievable) and whether their bonus is worth the effort they have to invest to achieve it, etc. Therefore, these steps represent 5 essential steps that you should not neglect in defining your target bonus system. First, go to the General tab under Performance > Settings and specify when staff bonuses should be paid. Personio offers three options: at the end of the period, after the period or evenly spread over the period. See what they mean for payments in the following table: Of course, a lot depends on the amount of the variable payment and its purpose. For example, if the variable compensation is 15% of the annual salary, there is a good chance that you can pay it every year – especially for executives with a comfortable salary. If the bonus rate is higher (30, 40, or even 50%), this has a considerable impact on the daily performance of commercial agents.
In this case, it may be more appropriate to adapt the payment terms. Each situation varies depending on the industry, the type of product to be sold and the sales cycle. Our variable compensation experts are here to support and guide your decisions. Complete the process by freely defining, for each KPI, whether and to what extent it should be taken into account in the calculation of bonuses for the selected period. If necessary, hold feedback meetings to measure the progress of the KPI. In this article, you will find information on how to organize the processes of goal agreement and goal management. In order to remain flexible with regard to variable remuneration and to be able to react to economic developments, it may also be advisable to leave the setting of the requirements and level of bonuses to the discretion of the employer (so-called a „discretionary bonus“). Objective agreements and bonuses, objective agreements can directly influence the success of the company. In order to motivate the staff and thus to achieve the objective, it is essential that the agreement of objectives and the bonus are formulated for the good of all parties concerned. With a large number of realistic examples, you learn to identify and avoid typical sources of error. Thus, the seminar gives you the right legal approach on how performance targets are agreed between employer and worker and that workers` interests are sufficiently taken into account.
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