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sweetboss | Should I give employees a holiday party? |
I'm torn on what to do for my employees for the holidays. Last year I threw a nice party and also handed out bonuses.
The thing is, over the past year preformance has REALLY declined. Everything from bad talking the company,refusal of following policy, to breaking company property(equalling thousands of dollars) because of negligence. Out of the 10 employees I have, 2 of them have remained exceptional. The other 8 I am just simply dissapointed with.
Should I throw a company party? Do I give bonuses to only the "good" employees? (Which would be near impossible to keep secret from the others) Please serious advice only. Thank you |
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Mark F
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ive been a consultant for 17 years. The more important question is when will you replace the 8 non performing staff. I would take care of the 2 and work hard on getting a crew worthy of a party and a bonus in the future. there are plenty of people who would like working at a place where the owner even cares. |
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mochalatte27
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try a pot luck luncheon so the cost is not covered as a "bonus" from the company. I agree with awarding the good employees with bonuses, that way others may strive to be better employees. |
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Mark S
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If all the poor performance and damage has caused a significant decline in profits there should be no party but the employees need to be told why. Also, those whose performance has declined so drastically and refusing to follow policy need disciplinary action up to and including termination. Otherwise you will have another bad year next year, maybe worse. |
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Doctor D
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You don't have to a give a party or bonuses but you can reward employees base on their performance. You must let them know the reason why there is no party and or bonuses. You may want to consider small gifts instead. In the future you must communicate with your employees about any changes. Like bonuses will be base on performances. I know how you feels, i give all my staff the same gift but bonuses is base on their performances and the company performance. |
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♥Sweet♥
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Personally I would not give a party. I would post a memo somewhere for all employees to see that there will be no party this year, and that all bonuses will be based on performance during the past year. The "not so motivated" employees should not be surprised then when they don't receive a bonus. Make it clear that if performance improves, that parties, bonuses and such will improve as well. |
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moniw5
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Just throw a generic party and hand out bonuses based on performance. Let them know that in advance. If they are upset about the bonus then maybe they will do better in the future or possibly save you the trouble of firing them. A bonus is just that. It is something extra, a pat on the back for a job well done. Even if the bonus is small it is something you did not have nor expect. |
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Dave
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Bonuses should always be considered discretionary, and should be used to reward employees for exceptional work over the past year (and, to a certain degree, to provide an incentive to stay with the company during the upcoming year). You definitely should NOT pay a bonus to employees who are not performing and who you are disappointed with. If anything it will only serve to reinforce their negative behaviours. Therefore you should provide bonuses to the "good" employees only.
And, if at all possible, you should throw a holiday party for all employees (if necessary, you can cut back on the cost of the party). By not throwing a party you will be sending a signal to all employees that (1) they are not valued and (2) the company finances are in serious trouble. Both signals risk providing additional incentives for employees to leave. Unfortunately under such a scenario it is more likely that it will be the "good" employees leaving instead of the "bad" ones. |
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Craig
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It sounds like you have a leadership problem and someone other than you is running your company.
Bad-talking the company is an attitude problem that needs to be dealt with immediately. If not it will spread and performance will continue to decline. Where is the leader?
Failure -- no, refusal -- to follow company policy is insubordination. Strong disciplinary action is required. If not attitudes will decline. The leader needs to step up to the plate.
Carelessness and negligence that damages company property must be dealt with. Again, the leader has failed throughout the year.
You can be sure that these problems have had a negative influence on your customers and you are going to feel more pain before this is all over. You must fix this promptly.
It is time for you to get your company back under control. Start by following our own policy and procedure manual diligently. Write up those who commit infractions and apply discipline fairly and without favoritism.
You will need to get their attention. You can be sure that your worst agitator will make it easy for you to legitimately fire him / her and you must do it. Get your team back in line and then you can enjoy your work day too.
As for a Christmas party, employee gifts or bonuses. I would advise against anything this year. You are salvaging your business not running the Red Cross!
Good luck. |
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Jared B
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No! Their performances is declining because you need to be less fun and more strict! |
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