How to distribute the year end bonus to effectively motivate employees

Bonus is a means of flexible salary adjustment, and the focus of bonus payment is standard and fair. Bonuses must be paid in a way that not only promotes employee performance, but also motivates employees and stabilizes the team.

The bonus should be distributed in the following 3 points:

The bonus plan should be drawn up by the company's employees, and the employees involved in the plan should be covered, including senior management, middle management and department employees. The actual situation of each department of the company is different from the actual situation of the employees of each department, so the bonus payment plan should be determined according to the contribution rate of the department.

Determine the amount of bonuses to be paid. Most sources indicate that the amount of the bonus should be 10% of the salary to attract the attention of the employee, and 15%-20% is the most appropriate.

Determine when the bonus will be distributed. By comparing the performance and sales of each year, quarter and month, find out the month or quarter with a year-on-year decrease and distribute it, so as to motivate employees to promote performance.

Put the bonus payout plan into the company's rules and regulations so that every employee can actually understand it. It should be noted that the bonus plan in the rules and regulations should be updated in a timely manner according to the actual situation.

Summary. Hello to implement the principle of more work, less work, no work, perform job responsibilities, pay attention to the quality of work, and reasonably open the gap, and distribute bonuses. 2.

Before the department distributes the internal bonus, the bonus deducted from the penalty shall be retained as the department** as the department's special contribution award, skill excellence award and outstanding team award, or directly issued to the employees with outstanding performance in the month. 3.According to the level of the department's job title, the distribution coefficient is consistent with the company's bonus payment coefficient.

Hello and good judgment to implement the principle of more work, less work, no work, perform job responsibilities, pay attention to the quality of work, and reasonably open the gap, and distribute bonuses. 2.Before the department distributes the bonus of the internal imitation department, the bonus deducted from the penalty shall be retained as the department's ** as the department's special contribution award, skill excellence award and outstanding team award, or directly issued to the employees with outstanding fiber sales performance in the month.

3.According to the level of the department's job title, the distribution coefficient is consistent with the company's bonus payment coefficient.

What about small stores. Hello Implement the principle of more work, less work, no work, perform job responsibilities, pay attention to the quality of work, and reasonably open the gap, and distribute the bonus of the trouser group.

How to pay the year-end bonus of the bakery?

In addition to paying wages according to the length of service, many companies will directly pay employees 1-n months of wages as a year-end bonus, which should be the most common way to send year-end bonuses, and even BTA is directly paid N months of wages year-end bonuses.

Generally speaking, the year-end bonus will be issued before the year, because everyone's position is different, the ability is different, so when the year-end bonus is issued, the amount will be different, but the year-end bonus is very important to manage the year-end bonus, so how to arrange the year-end bonus? How to distribute the year-end bonus in the most reasonable way? Let's explain some tips to you to manage the year-end bonus, so that the year-end bonus can make money.

The first amount: the money to be used for the New Year

When working, in order to repay the parenting grace of parents, it is necessary to send red envelopes and transfer money to parents, and then you also need to buy New Year's goods, some want to buy new clothes, transportation expenses home, etc., can be used for year-end bonuses to consume. Teasing Spring.

The second: deposit

Although financial management can make money, but financial management is risky after all, if the market is good, then even if you make a lot of money, if the market is not good, you will lose money, so it is necessary to make a deposit, the deposit can be guaranteed and interested, do not worry about the risk, you can put a part of the year-end bonus, save a fixed term, for example: save for one year, save three years are OK.

The third amount: financial money

Why do you want to manage money, because the income of financial management is higher than the interest on bank deposits, although it cannot be denied that there will be the possibility of loss in financial management, but if you want to earn high returns, you must have the ability to bear risks, when buying financial management, you can distribute a little less year-end bonus, if you don't want to bear too much risk, then you can choose a little less risky financial management.

For example, choose bank wealth management R1 R2 risk and other financial products that are low risk and stable returns.

Legal analysis: The law does not require the employer to pay bonuses, but if the labor contract signed between the employer and the employee clearly stipulates the amount of bonuses and year-end bonuses and other benefits, the employer must pay the full amount; The payment of bonuses is decided by the employer independently, and is also considered by the employer according to the company's development level and the company's efficiency.

Legal basis: Labor Contract Law of the People's Republic of China

The fourteenth liter of rock yards is paid at least once a month. Where the monthly wage system is implemented, the enterprise shall pay wages every month in accordance with the provisions of the internal wage payment system formulated in accordance with the law or the time agreed in the labor contract. If the salary payment day falls on a holiday or rest day, it shall be paid in advance.

Where an annual salary system is implemented, the wage shall be paid on a regular basis in accordance with the provisions or agreed proportions. Where weekly, daily, or hourly wage systems are implemented, wages may be paid on a weekly, daily, or hourly basis.

Article 15 Where an enterprise dissolves or terminates a labor contract with a worker in accordance with law, the enterprise shall settle the wages of the worker in a lump sum within 5 days from the date of dissolution or termination of the labor contract. After the clause of the labor contract related to the payment of wages is confirmed to be invalid in accordance with the law, the labor provided by the enterprise to the employee shall be settled in a lump sum with reference to the wage standards of the same period, type of work and position of the enterprise or similar enterprises.