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The 1989 movie National Lampoon's Christmas Vacation shows us in a very funny yet poignant way just how holiday bonuses and the expectation thereof can be viewed by employees.
It seems character Clark Griswold puts a $7500 deposit on a family swimming pool based on an anticipated Christmas bonus. For 17 years, Griswold has received a holiday bonus. When Griswold receives a membership to the Jelly-of-the-Month Club instead, he snaps, and Cousin Eddie kidnaps boss Frank Shirley for retribution. When the boss is brought to Griswold's home and sees how the suspension of the company bonus has affected the "little man," Shirley tells Griswold, "Whatever you got last year, add 20%." The boss's wife learns of the goings on, and she contemptibly exclaims to her husband, "Of all the cheap lousy ways to save a buck!"
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The Holiday bonus today
Fast forward to now and you'd be hard pressed to find an employee working with the same company for 17 years let alone a company that has given their employees bonuses for the same number of years. Small businesses are starting to become more optimistic about the economy, however, and according to the findings of a Bank of America survey, some 52% of small businesses plan to give their employees a bonus this year.
What kind of bonuses are employers giving?
Survey 25 different small businesses and you'll most likely find 25 different company policies on holiday bonus giving. Many, however, give a cash bonus to employees. Some small businesses give a flat dollar amount to each employee. That flat amount varies by the industry and profitability of the businesses, but for the average small business it might be $300 to $500 for each full time employee, and a lesser amount to each regular part-time employee.
In other cases, the amount is a percentage of each employee's base salary. For instance, a small business might give each employee one or two week's salary (or more) as a holiday bonus.
Some companies give performance-based bonuses instead of holiday bonuses. In these pay-for-performance programs, employers tie bonuses to performance as opposed to the holidays; thus helping to meet company's goals and objectives. In other words, "Have a Productive Christmas" and an "Improved Bottom-line in the New Year."
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Tips for Giving Holiday Bonuses
First, can you afford to give a bonus? During a 25-year span, one employer changed their yearly bonus offerings depending on each year's earnings and profits. During lucrative years, employees enjoyed lavish holiday parties with high-priced raffle prizes and generous cash bonuses. In lean times, there were no cash bonuses, no party and no prizes.
If your company has without fail given holiday bonuses for a good number of years, but will be unable to the next, try to let employees know as early in the year as possible. Many employees count on that bonus check and factor it into their household budget as part of their yearly earnings.
Related: Keep Employees Focused During the Holiday Season
Choose bonus amounts carefully and fairly. When determining bonus amounts, think "fair and equitable distribution." In other words, bonuses should be consistent, given out uniformly and on an unbiased basis. Care should be taken that no worker feels unfairly shortchanged.
Include all workers. If at all possible, be sure that everyone working at your place of employment is recognized in some way during the holiday season. One four-month-long temp worker was crestfallen when the week-long employee in the cubicle next store received a bonus and she didn't.
Give the gift of time. If your company can't afford to give cash or gift bonuses this year, consider giving the gift of time -- paid time off, that is. Time off with family and friends is something that virtually everyone could use more of. Employees will appreciate an extra day off or two to relax during the year-end holidays after all their hard work during the work year.
Copyright 2014, Attard Communications, Inc.