Gather bonus recommendations from all SayPro departments.

1. Understand the Context

• Determine the purpose of the bonuses (e.g., end-of-year, performance-based, team achievement).
• Clarify any eligibility criteria (e.g., role, performance targets, tenure).

2. Reach Out to Each Department

• HR/People Operations: Ask for overall company-wide bonus structures or frameworks they already use.
• Sales: Bonuses often tie directly to sales targets or achievements. Ask for recommendations based on individual or team performance.
• Marketing: Performance metrics might relate to campaign success, brand growth, or customer acquisition.
• Customer Support: Ask about customer satisfaction improvements, service levels, or NPS (Net Promoter Score) achievements.
• Finance: They might suggest bonuses based on budgetary performance, profitability, or efficiency goals.
• Operations: Consider recommending bonuses for improvements in operational efficiency, cost savings, or innovation in processes.
• Product Development: Bonus recommendations could stem from meeting product deadlines, innovation, or customer feedback.

3. Create a Survey/Template

To standardize the process and make it easier to gather input from each department, you could create a template or survey. Here’s a possible structure for a Bonus Recommendation Template:

Bonus Recommendation Template

Department Name:
Date:

1. Bonus Objective:
   • What is the bonus meant to recognize? (e.g., individual performance, team success, company-wide goals)
2. Eligibility Criteria:
   • Who should be eligible for the bonus? (e.g., role-specific, team-based, company-wide)
3. Key Performance Indicators (KPIs):
   • What metrics will determine eligibility? (e.g., sales figures, customer satisfaction, project completion rates)
4. Bonus Calculation:
   • How should the bonus be calculated? (e.g., fixed amount, percentage of salary, tiered based on performance)
5. Timing:
   • When should the bonus be awarded? (e.g., quarterly, annually, upon completion of a project)
6. Additional Comments:
   • Any other considerations or suggestions?

4. Consolidate the Input

After receiving responses from all departments, consolidate the feedback into a report or recommendation document. Make sure to summarize the key themes, such as:

• How each department measures success.
• Commonalities across departments (e.g., performance metrics).
• Any notable department-specific nuances.

5. Discuss with Leadership

After gathering and consolidating all recommendations, discuss the proposed bonus structures with company leadership to ensure alignment with overall company goals and budget.

6. Finalize and Communicate

Once the bonus plan is finalized, clearly communicate the eligibility criteria, bonus calculation, and timing to all employees to ensure transparency and understanding.