Bonus programs for Employees Cancel The title field is required!

1. Parker Scott E

   
   10/27/2015 8:10 PM

   Does anyone use a bonus program for employees and would be willing to share how incentives are determined?

   
   
   
   
2. Andy Jorgensen

   

   1 posts
   
   10/28/2015 6:10 AM

   I believe most bonus systems are setup the wrong way and simply encourage an employee to meet expectations. The reward for meeting expectations is a paycheck. If you are going to set something up, do it for going above and beyond. This encourages employees to step up their game to be rewarded.
   
   For us, that's a $25 Wal-mart gift card. Nothing in writing, just handed out when someone exceeds our expectations.

   
   
   
   
3. Sean Hoolehan

   

   0 posts
   
   10/28/2015 9:10 AM

   We have a policy that 1/2 of the bonus is figured on hours worked and years of service and the other half is 10% of net profit over previous year divided equally among staff using a hours worked formula. All employees from CEO down to part-time Greenskeepers have the same program. This year has been a good year at the resort so i expect our employees will be smiling a couple of weeks before Christmas. This is a great benefit for our employees and it shows in the general morale of employees all year long.
   
   We have high expectations for our staff. We expect our staff to go above and beyond with their work everyday. We have a policy that happy employees mean happy customers. Of course it all starts with hiring the right people.

   
   
   
   
4. Mark Patterson

   

   0 posts
   
   11/3/2015 1:11 PM

   I run the "Departmental Improvement Incentive Program"
   
   I have 6 key guys, each of them have a segment of the golf course or "department". I break them up like this;
   
   Greens
   Short turf (tees, fwys and collars)
   Bunkers
   Roughs
   Course Setup
   Out of play areas and beds
   
   Every 3 months, one of my key guys is in charge of that department and his or her main focus is that area. They will be assigned other staff members to assist them in that department.
   during that 3 month period, I will send 3 course satisfaction surveys to members to ask them specifically what departments they have seen the most improvements in. There are other questions for the members as well but not pertaining to this.
   The Department with the most positive comments and/or improvements will win $150 gift cards of which we will choose after discussing with the employee.
   
   This program gives the employee ownership of their department and it makes a noticeable difference on the course because everyone is very conscious of each department.

   
   
   
   
5. B.J. Parker

   

   0 posts
   
   5/18/2016 9:05 AM

   I set up a bonus program that scored employees in various categories that I could easily quantify. Each category was broken down into sub-categories that made up the overall program. The categories were all weighted and when added together equaled 100%. It seems complicated but really scores the employee in important categories and creates a nice incentive for the employees and the objectives were clear.
   The categories I setup were as followed with their respective % and subcategories:
   
   Quality of Service (20%)
   -- includes Member Satisfaction, course conditions, facility maintenance
   Job Performance (20%)
   -- Appearance, productivity, care of equipment, working with others
   Budget (10%)
   -- above, meet, below
   Attendance (25%)
   --tardiness, absent, leaving early, etc.
   Safety (25%)
   --accidents, negligence, disrespecting equipment, destruction of property, mistreating others
   
   In order for an employee to even be eligible for the bonus, they had to score 80% or higher. I wasn't looking for average. I wanted to and expected above average on a daily basis. This is a quarterly bonus program and each employee was eligible for a certain amount based on several factors including position, tenure, current wage, etc.
   
   As an example, if Employee A was eligible in the 1stQ for $150 and employee A scored an 80% during this quarter, employee A would receive a bonus of $120. I would meet with each employee privately and discuss their grade and bonus and review with them ways to improve if needed.
   
   I am more than happy to share this and/or discuss in more detail. Hope it helps.

   
   
   
   
6. Parker Scott E

   
   10/3/2016 8:10 PM

   Thank you B.J. We started a bonus program Jan 1st that is very similar to yours, $150/mo broken into 20% increments. Only works for the guys that are good employees, the 20 somethings? don't get it because their parents never taught them that when you don't come to work the least you can do is call in, and when you quit at least say so vs. never coming back and not returning a phone call.