Hi Seniors & friends, How can we decide how a bonus/incentive should be given to a particular employee when you cannot measure achievement in terms of revenue target? My organization is in the entertainment industry and is planning to start an incentive/bonus plan for client servicing & operations staff. How can we decide how much we should give as a bonus?
Objectives for Client Servicing & Operations
I have developed a list of objectives that are important for client servicing & operations. Also, as we work on a project basis, should I consider the project value as well? Or, should incentives be some percentage of employees' salary or a fixed amount for all (irrespective of salary)?
Please help me as this is very important and urgent.
Kind regards,
Shruts
From India, Delhi
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1Objectives for Client Servicing & Operations
I have developed a list of objectives that are important for client servicing & operations. Also, as we work on a project basis, should I consider the project value as well? Or, should incentives be some percentage of employees' salary or a fixed amount for all (irrespective of salary)?
Please help me as this is very important and urgent.
Kind regards,
Shruts
From India, Delhi
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Dear Shruts, we do not have enough information to guide you properly. For example, how many people are involved? How long is the duration of the projects? Can all the employees directly contribute to the project? Also, please post the list of objectives that you have prepared.
Have a nice day.
Regards,
Simhan
From United Kingdom
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Have a nice day.
Regards,
Simhan
From United Kingdom
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I am working as an HR manager in the Advertising Industry. We couldn't measure the performance of client servicing executives as there are no incentive plans in place. Consequently, employees are not motivated.
Suggestions for Improving Employee Motivation
Please find below some suggestions:
1. Implement a performance evaluation system to assess the client servicing executives' performance objectively.
2. Introduce incentive plans based on performance metrics to motivate and reward employees for their hard work.
3. Conduct regular feedback sessions to understand the challenges faced by the employees and address them effectively.
4. Provide training and development opportunities to enhance the skills and capabilities of the employees.
Kind regards,
Shree
From India, Coimbatore
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Suggestions for Improving Employee Motivation
Please find below some suggestions:
1. Implement a performance evaluation system to assess the client servicing executives' performance objectively.
2. Introduce incentive plans based on performance metrics to motivate and reward employees for their hard work.
3. Conduct regular feedback sessions to understand the challenges faced by the employees and address them effectively.
4. Provide training and development opportunities to enhance the skills and capabilities of the employees.
Kind regards,
Shree
From India, Coimbatore
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I am in the Events industry, and I feel that events and advertising are somewhat similar. I am sharing here what I have implemented; I hope this would be of some help.
Correlation of Performance with Marketing
I correlated the performance of Client Servicing Executives with the Marketing department as their role is in direct contact with the Business Development department. I have developed some KRAs and KPIs accordingly. Also, there is a feedback form (monthly report) for every department separately, including a few questions in each that are related to others' work. This gives us an idea about everybody's performance in all related departments.
Incentive Slabs Based on Feedback
Based on all the feedback, we have decided upon the slabs for incentives. This is what I have created and is currently being followed in my organization.
Please provide me with input on that and any suggestions to improve.
Regards
From India, Delhi
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Correlation of Performance with Marketing
I correlated the performance of Client Servicing Executives with the Marketing department as their role is in direct contact with the Business Development department. I have developed some KRAs and KPIs accordingly. Also, there is a feedback form (monthly report) for every department separately, including a few questions in each that are related to others' work. This gives us an idea about everybody's performance in all related departments.
Incentive Slabs Based on Feedback
Based on all the feedback, we have decided upon the slabs for incentives. This is what I have created and is currently being followed in my organization.
Please provide me with input on that and any suggestions to improve.
Regards
From India, Delhi
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Employee Motivation.ppt
Improving Employee Performance Through Workplace Coaching.pdf
Improving Employee Performance.zip