Effective motivation through payment. Let's talk about the topic of team bonus - or pay your employees for correct behavior
Much more often than the question of the right remuneration and reward model, we ask ourselves how bonuses and commissions can be linked to the optimal behavior in the salon.
One possibility is the so -called "team based bonus system". In the following blog post we illuminate the individual key points that make the program in your salon.
Team bonus - a suitable key to success
Nothing impresses employees more positively than achieving a goal together with passion and teamwork - and then getting their fair share in the bonus cake. This welds together and sets the team on the next big tasks. Without team spirit you never win a superbowl or the champions League. Think about it briefly.
Reward correct behavior:
A "Team Bonus" enables training and further education, a healthy and positive team culture and recognizes the overall performance of the team. It is a great tool for your company to generate success and celebrate together.
Why do you need a "Team Bonus Program"?
A “Team Bonus Program” supports sustainable team thinking in contrast to I think. It ensures the right focus on available hours, i.e. the white spots in your appointment book, and promotes the so-called cross-selling, i.e. the offer of alternative services and tools. This leads to the up-selling of each individual customer bon. It blames every employee of your team for the satisfaction of the customer and the productivity of the entire team. As a result, every employee, out of conviction, helps to turn every customer a regular customer.
What are your critical numbers?
Every business has critical numbers that quantify the success or failure of a company. It is these critical numbers that have an enormous effect on the overall performance when reaching. Using and controlling the critical numbers has a sustainable influence on the performance of your team. Pair the "Team Bonus" to achieve these critical numbers and goals: This makes you work exciting and interesting for everyone involved.
A great side effect is that your entire team is permanently attentive and that all employees maintain the collective sense of the urgency and the need for their actions in the interests of the company.
Design your bonus program:
Connect real profit sharing and share your success. Be open and communicative with your team in this process. That helps! Your team focuses on the essential success factors and they build together, a stronger and more profitable organization.
The DOS and DONITS of a "Team Bonus Program":
Manage expectations ! A bonus always has a specific goal and a connection to success. An example: The payment of Christmas bonuses without the connection to a performance standard would be the wrong approach. Never pay a bonus if the defined goal has not been fully achieved. Not even if it was only missed for a few euros. With the payment with a goal achievement below 100%, you would set the wrong signs for the future and change expectations to your disadvantage. You also lose the learning effect for your team.
Develop your own “Team Bonus Program”:
Set the goals high enough to ensure that you can cover the costs for the bonus payments from the additional business. Targets that are too easy to achieve do not create thrust. Choose the target numbers carefully and carefully define the target numbers. If you are too high, you only create frustration and damage your trust in your person as boss and manager.
Financing your bonus program:
You must have a complete and comprehensive understanding of the financial reality of your company. This is absolutely important before the introduction of a "Team Bonus Program". What does your current relationship with your numbers look like? Do you have a good connection to your business plan and understand every position on the business evaluation? Where would you classify yourself during a training session? Beginners, basic knowledge or more advanced? Remember from the start: Your bonus program has to finance yourself. The target fulfillment must generate additional positive profits. This means that it has to be real new cash in order to be able to pour it out. Set "Minimum Profit goals" as security that have to be met before you distribute a bonus.
Measure and control progress:
communication is the key to success. Make sure you inform your employees every day. A weekly summary is just as sensible as the monthly evaluation with their managers. Depending on how you put your target time frame.
When do you pay the bonus?
When your team has achieved the goals. For example, when your new customer quota has reached 75%. Or you have increased sales sales per customer on two products. If the generous handling of hair color in the cabinet is a challenge for your company, you can set the goal of reducing professional product costs in the cabinet by 10%. You determine the goal !
Bonus distribution:
Make sure that you also define exclusion criteria for the bonus payment. Pass as carefully here. If you exclude someone from the bonus pot, an immediate staff discussion is required. Also take care of when you do this: disqualify an employee 5 days after the month has just started, you have demotivated this employee for the rest of the month.
So you also have to develop a system with which this employee is again involved in the overall structure. Keep the distribution bowl for the Team Bonus as easy as possible. And before you think about it: Of course, half -day workers only get the half -day content. It is always about the actually contractually regulated working hours.
