Team of 5 FTE on salary. Service based creative business. Sales gets excited when deal comes in, but production sometimes says "ah, not another project". They're busy - but the company isn't near capacity. We're working on efficiencies but outside of that I want to make it where they do their job and get a base, but if they work together and meet goals as a collective - they get a bonus once per quarter. Really build a team motivated to help each other. End result: Production being excited to see sales come in. Sales guys being excited to help production move things along. All with an eye on quality. They don't have a clear picture of where we are versus our goals (problem 1) and aren't incentivized to do much beyond their job (problem 2). I've worked hard to build a relaxed, fun culture that doesn't work over 45 hours/wk - but I think it's created a bit of entitlement (problem 3) I'd think these are good metrics to track: Total bookings (we must hit sales goal) Billable ratio (must be efficient with time) Days project is over timeline (due to not PMing some clients well - make projects close faster, don't let client drag it out) Net Promoter Score / Customer happiness (quality must still exist) Afraid of making it too complicated. What do you think?

I would spend sometime working alongside the team members you want to target to find out what would be their hot buttons for a bonus.

Attaching a bonus to a difficult task or a part of the business that they don't typically enjoy can suddenly make that part of the business great.

At management level if we do not see or feel what they feel, our opinion on what will excite them as a bonus is sometimes off target.

Just an idea.

Keep up the great work and good luck!


Answered 5 years ago

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