The opportunity to increase wages through incentive payments attracts highly qualified specialists to the company who are confident in their own skills and experience. Bonuses have a positive effect on:
sales volume and dynamics;
level of staff loyalty to management;
an individual approach to sales, allowing the sale of remaining goods, out-of-season products and products with a long shelf life;
customer perception of service quality;
reducing the share of unpaid baskets;
corporate team spirit.
Along with bonuses, penalties are ig data package sometimes introduced based on criteria chosen by the business owner. For example, penalties may be imposed if a specialist fails to meet a sales plan, behaves inappropriately with clients, or commits other violations. The rationale for introducing a penalty system depends on the number of employees, working conditions, and corporate standards. It is important to consider additional factors, such as the possibility of seasonal recruitment of temporary personnel, when analyzing the causes of violations.
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Basic schemes of bonus systems
The salary is just a starting point, a basic cost of labor that is guaranteed to each specialist, regardless of their productivity. However, the real effectiveness of employee management is demonstrated through bonus systems that are formed according to various categories. Their diversity and specificity are based on the understanding that the result has a different material expression for each group of employees.
Let's look at several typical types of bonus systems:
bonuses based on current performance;
rewards for completion of specific projects;
bonus payments;
accruals for loyalty to the company;
targeted bonuses.
Classification of bonus systems can also be carried out according to the method of accrual: