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Science Daily Week: Which is more effective: bonuses or raises?
I recently learned about Science Daily. It is a treasure chest of interesting studies that has implications on business practices. I’ve collected so much material from it that this is going to be “Science Daily Week” in my blog.

Other performance bonus Related Articles

Do You Know and Plan For The 3Rs for Your Business
Everyone is familiar with the 3-R’s from school – reading, ‘riting and ‘rithmetic. This was our first introduction to an effective performance model. As proficiency increased in each R, performance was further enhanced. Effective performance models by their very design are a continuum that automatically raises performance to the next level.

Managing Employees Performance
Measuring employee performance has come a long way from the annual performance appraisal to an on-going performance management process. In the past, managers and employees met once a year for the annual performance appraisal (review) to look back at the work done during the previous year and to evaluate what was accomplished. Human resources managers, managers/ supervisors and employees have come to realize that only looking back does little to improve performance. In recent years, there has been a shift away from performance appraisals to a more comprehensive approach called performance management.

Staying Motivated In A Struggling Economy
Fear is a very powerful emotion. When we live in fear, even of the unknown, there is a tendency to isolate, exert control and be on the defensive. It drains our energy and creates exhaustion. The majority of coaching conversations I am having these days are about this fear generated by a struggling economy. Worry over business progress, finding a job, salary and bonus eliminations, increased job performance expectations have taken over people’s mindsets thus decreasing motivation and focus for themselves and their business.

Managing Performance: How To Conduct A Performance Review Right
One of the most common questions we get asked is: "We need to do annual performance reviews. Do you have a performance review form that we could use?" While admirable that the need to conduct a performance review is recognized, the purpose is often lost in the frenzy of filling out forms, setting up meetings with employees, and sitting through awkward, contrived discussions with them about their performance. The performance review is about managing and improving performance. It should be a motivating, inspiring process conducted not just once a year, but on a regular basis. In this article, we'll discuss how to effectively manage performance and provide tips for how and when to conduct a proper performance review.
Over Achievers on the Sales Force - We Have it All Wrong
Believe it or not, our six-year-old son is an over achiever. He has spelling tests each week and his teacher gives the class bonus words for extra points. He loves the bonus words and extra points so much that he has duplicated the process on his math tests. The teacher gives the class 20 math questions each week but (right now they are working on problems like 7 + 4) no bonus questions on the math. Our son takes it upon himself to add 4 bonus questions (he includes bonus questions like 800 +600) because he feels he can do more. This begs the question, how do you measure your over achievers?

How to Build Accountability in Your People
Every manager wants his or her employees to take on personal accountability for their work performance. Here are seven concrete actions you can take to foster that sense of responsibility in your staff. The benefits of this include greater productivity, confident, engaged employees who more rapidly reach their full performance potential, and less stress on you because you know you can count on them. The big bonus benefit is that you will have more time to focus on tasks that are strategically critical to the success and growth of the enterprise.

Sales Management Training Tips: Coaching the Talented-Slacker
Meet Jane. Jane is an experienced and successful district sales manager who could work in any industry and for any company. In fact, there are many Jane’s in all companies. Jane is performance driven, a very good coach and a people person. Each month Jane is put to the test with different sales reps she must coach to success. IBZ is a mid sized technology company. The company has had some tough years but has turned the corner. It pays it’s reps a combination of salary and bonus for achievement of targets. This year the bonus plans has a super bonus portion which accelerates when a rep is 5% over quota. Jane wants to get 2009 off to a great start. In one of our monthly coaching sessions Jane, was expressing her frustrations with one of her most tenured sales reps.

Online Marketing Strategies: Bonuses, Discounts, Coupons & Special Orders
There are any number of marketing strategies that can help you improve your sell-through ratio - regardless of whether you are selling online or offline. These include using bonuses, discounts, coupons and/or special orders. Each of these approaches has an advantage, depending on the manner in which they're used. In fact, you can utilize a number of these in conjunction with each other... There are some schools of thought that say that providing your clients and potential buyers with bonuses is better than offering a discount. I certainly full into this camp - I believe that offering a bonus is preferable to offering a discount! Let's take a look at why. e A bonus is meant to attract people to complimentary (tie in) products or services, as well as encouraging the buy-through.
How should I reward employee performance?
It’s that time of year again when all good Managers ponder the question, “Should I reward my employees’ performance with an increase in pay or through a bonus?” The answer to this age old question lies in the answer of another, much simpler question. Do you want to reward your employees’ good performance in 2010 in a way that will continue on for the rest of their career with you?
Reward and Recognition Pathways and Pitfalls
Don't use money to try and shape behavior or boost performance. It rarely works. If you think it has in the past, what happened when you took the carrot away? No doubt, performance slipped and you were left with stimulus-dependent people looking for progressively bigger carrots. Unless people feel compensation and bonus systems are a major block, leave them alone.

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