Lurker Posted March 5, 2012 Posted March 5, 2012 ..so this is the best time of the year, or worst, depending on how you have been rated for your 2011 performance. In most companies in US this is typically the time for bonus payouts, including mine. My company has a bit unique method to distribute bonus. The Management teams get a chunk as the Bonus for their group and it is at the Manager/Directors discretion to distribute the bonus within the team. It is completely acceptable to give the entire payout to one person and none to the rest of the team. Which brings me to the topic. I am in a bit of dilemma when it comes to distributing bonus within 2 folks of my group. Both these gentlemen are polar opposite to each other and perform work very differently. They had both been recruited by yours truly so in some ways it is also a bit of reflection on me. Person A: In his mid 40s. An industry veteran for about 20 odd years. Belongs to the old school of developing solutions which may take time but are scalable, more viable, serves great in long run. Also being a lot experienced he also thinks of future questions that may happen and hence thinks ahead thus resulting in sustainable solutions. Downside of all this is such solutions takes time and thats one thing modern economy does not have. Person B: In his early 30s. Lot less experienced but also not tied to any methodology. Thus creates solutions that works. These solutions may very well be not his but obtained via Google, Social networks, Technology forums etc. The solutions created are typically not sustainable but often enough to create a buzz and get things moving. In a couple of instance this has resulted in getting quick blessing from business in terms of dollar allocations, which is not a bad problem in this economy. In a very poetic way both these gents have their supporters. Finance and Legal, teams which are very thorough with numbers, love Person A. Sales and Marketing, typically flashy bunch, love Person B. So now I have to disperse Bonus. Should I pay more to Person A because I know his works this year would greatly help us build solutions in future?? Or Person B because even though he didnt create great solutions, often not even his solutions, but he got the ball moving faster something that is similar to Beta releases of today?? Or should I just do 50-50 and play it safe (
gaurav92 Posted March 5, 2012 Posted March 5, 2012 Pay 50-50 and play safe, both are good in their own respect and are beneficial for the company in the short and long run respectively.
zen Posted March 5, 2012 Posted March 5, 2012 Being their manager, if you can't make up your mind then it is more likely a case of a 50-50 split If I were you , I would re-evaluate both their performances over the year and shell out the bonus accordingly as I would want the right dues to be given
Yoda-esque Posted March 5, 2012 Posted March 5, 2012 Neither-just give the bonus to Type C i.e the MBA yuppie in his 20s with no knowledge of the business but with the great presentations and solutions that lead to nowhere :P
Brainfade Posted March 5, 2012 Posted March 5, 2012 Easy: Since you recruited them both, you pocket the entire bonus :-)!! Seriously, I would split it 75-25 in favor of the older guy. You then take the younger guy to a steak-lunch on your dime and explain to him face-to-face how valuable his work is, but encourage him to develop his own ideas as he grows in his career.
Sachin=GOD Posted March 5, 2012 Posted March 5, 2012 Give more to the older guy. Maybe something like 60-40.
zen Posted March 5, 2012 Posted March 5, 2012 Those two would be pretty shocked if they find out that their bonus split was discussed on the internet :giggle:
mishra Posted March 5, 2012 Posted March 5, 2012 Ab ICF thread par salaah lekar Bonus bategaa?????????? Had hotee hai.....
Clarke Posted March 5, 2012 Posted March 5, 2012 Some moral-consulting fee would be required to decide on that :P
Yoda-esque Posted March 5, 2012 Posted March 5, 2012 uncle ko zada Those two would be pretty shocked if they find out that their bonus split was discussed on the internet :giggle: :hysterical:
hari504504 Posted March 5, 2012 Posted March 5, 2012 Lurker this better be an MBA case study or something.. Can't blv a serious professional would discuss stuff like this on a forum..
EnterTheVoid Posted March 5, 2012 Posted March 5, 2012 What a pisstake, seriously Hey Lurker, how would you like your hiring manager to discuss your monetary benefits over the Internet?
Brainfade Posted March 5, 2012 Posted March 5, 2012 What a pisstake, seriously Hey Lurker, how would you like your hiring manager to discuss your monetary benefits over the Internet? As long as he's not breaching confidentiality by revealing names, employer name etc ... I don't see the problem. He'll prolly not even use what we are all suggesting here.
ganeshran Posted March 5, 2012 Posted March 5, 2012 Most IT companies in India dont seek to compare people within the same team as there are differences in expectations, experience, pay packets etc. Instead comparisons are made among people in the same experience bracket across different teams. Each grade within a business unit is assigned X rupees to distribute among all employees in a certain band. So all managers are expected to arrive at a consensus on what their subordinates get. A person with 20 years experience is expected to contribute much more than one with 10 years in the industry and it is only fair that he be judged relative to his peers
veer Posted March 5, 2012 Posted March 5, 2012 ahhh.. option C.. give 40 - 40 to each.. and 20 to ICF welfare.. on a serious note, how long they been working at your company.. ?? if both started at relatively same time then 50-50.. if not, then give 60 to person with more years at your company.
hari504504 Posted March 5, 2012 Posted March 5, 2012 As long as he's not breaching confidentiality by revealing names' date=' employer name etc ... I don't see the problem. He'll prolly not even use what we are all suggesting here.[/quote'] the fact that he needs suggestions from mostly noobs on a forum really shows he doesn't deserve to be making decisions..
Lurker Posted March 5, 2012 Author Posted March 5, 2012 uncle ko zada lol..This is cute and to the point. Easy: Since you recruited them both, you pocket the entire bonus :-)!! Seriously, I would split it 75-25 in favor of the older guy. You then take the younger guy to a steak-lunch on your dime and explain to him face-to-face how valuable his work is, but encourage him to develop his own ideas as he grows in his career. lol@entire bonus. Nah...havent become so much Republican CA ( :winky: ) It is interesting to see more folks voting in favor of the older guy. Maybe substance over style still scores?? Neither-just give the bonus to Type C i.e the MBA yuppie in his 20s with no knowledge of the business but with the great presentations and solutions that lead to nowhere :hysterical::hysterical: Lurker this better be an MBA case study or something.. Can't blv a serious professional would discuss stuff like this on a forum.. Knew that was coming Hari, but yeah I see nothing wrong to discuss. Presumably many folks here are educated and qualified folks who have been in the boat. Never hurts to hear their opinion. Or should we just limit ourselves to criticize Sachin, watch some random YouTube videos, and denouce Pakistani men in Britain? Give me a real life scenarios anyday over these I say (by the way you can also check some of my other threads and see this aint the first time life inspires me). on a serious note, how long they been working at your company.. ?? if both started at relatively same time then 50-50.. if not, then give 60 to person with more years at your company. Both around same time Veer. In many ways the two are reminiscent (sp?) of the companies that they have been at. Person A is from one of previously most admired companies of 90s and early 2000s, Person B is from the present group of most admired companies. We often engage in how Sony (say) is different from Google (say). Former never doing beta products, latter always doing that. Oddly enough it reflects in their work too. Instead comparisons are made among people in the same experience bracket across different teams. Each grade within a business unit is assigned X rupees to distribute among all employees in a certain band. So all managers are expected to arrive at a consensus on what their subordinates get. A person with 20 years experience is expected to contribute much more than one with 10 years in the industry and it is only fair that he be judged relative to his peers Yeah I know where you are coming from Ganesh. At TCS we were pretty much told what ratings to normalize and give. US companies are typically different where although you are still advised not to go beyond the water level mark, you can pip it if you are convinced enough. Plus the dispersment is done by you (sometimes) and not HR. Some moral-consulting fee would be required to decide on that :hysterical: ready to be a pshyciatrist already?
Khalpat Posted March 5, 2012 Posted March 5, 2012 Lurker how come you are having a second thought on this. I mean comeon BUDHAU ke liye tumhare vichar jag jahir hai. A is a budhao how come he is still there in your company forget about bonus come on man he is occupying the place which could have been utilized by younger.
Mariyam Posted March 5, 2012 Posted March 5, 2012 Lurks, me thinks that you're over analyzing the situation. I'm assuming both of them have a similar job profile. How should their age/ thinking patterns etc affect the bonus at all. Why can you not just apportion the bonus in the ratio of the profits ( or what ever tangible parameter by which you've measured their performance for the past 1 yr) they've booked for your company? Shouldn't the bonus be directly a function of their output and not of their means/personality? If I were to device a bonus calculating system, I'd place more weightage for long term solutions than quick fixes and consider that while splitting up the bonus. PS: Is the end of year bonus taxable in the USA? Or is that dependent on the state?
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