Have you ever used retention bonuses to encourage employee retention?

Talent Management & Performance Culture & Values

Yes, and it was successful.71%

Yes, but it was not successful.20%

No, but I would consider it.5%

No, I don't think this is effective.2%

Other (please explain in the comments)

198 PARTICIPANTS

2k views1 Comment

Sort by:

Director in Manufacturing3 years ago

A big difference in retention bonus offerings from 10 or 20 years ago is “secrets aren’t kept”. Some people in the past would disclose their pay rates or bonuses, but nowadays I find the numbers of people that will disclose bonus values is much much higher

If you are going to do them you need to be prepared to explain both why some people got them and others didn’t. Any why the value or structures were different. We have almost always been successful with them but I would no plan on them being totally secret

Content you might like

We’re exploring changes to our performance management approach by introducing a mid-year check-in and a year-end evaluation. At the same time, we already run an established Talent Review process mid-year, though employees are not informed of their placement. We’re mindful that managers might see these processes as repetitive. How do you handle this in your organizations? What approaches have worked well for you?

How do you encourage a peer who hasn’t been able to land a job due to ageism?

If we want recognition budgets to actually make sense, what factors should decide how much each business unit gets beyond just headcount and employee or unit performance?

Does your enterprise have an internal talent marketplace?

Yes59%

No39%

Other (please comment below)

View Results

Has the Omicron variant changed your feelings about hybrid work?

I’m more in favor of hybrid work54%

No change44%

I’m more determined to return to the office at some point1%