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You need to have a consistent policy. If you hand the guy $4 or whatever, you need to reward others consistently. You need to have consistent and rigorous criteria, so that it doesn't get abused.
At GE, just as I left, I had to come up with $1 Million in savings to justify a $1K award to one of our engineers.
At Solar, we had a yearly bonus based on multiple factors and was payed out as a percentage of income. Everyone got the same bonus, by percent. In addition, we had a project bonus program with well defined structure. It had a sliding scale, with a Maximum of $100K (split between team members, project leader, project champion, etc) for a Project worth over $8M (true bottom line, after tax savings or revenue).
Just understand one thing. Once you publish, people will 'game' the system. That is generally the doom of bonus programs. Make sure you drive the right behavior.
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James
The pessimist complains about the wind; the optimist expects it to change; the engineer adjusts the sails.- William Arthur Ward (1921-1994)
Red-beard for President, 2020
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