If you want to get rewarded for your work what would be the best way you would want it in Cash? Kind? A mix? Would love some pointers how do companies usually structure their bonus

Cash for sure

What about.mix? of cash plus an outing in goa for instance

What about.mix? of cash plus an outing in goa for instance

Best to ask this to the folks in the team (who stand to receive the bonus) 🙂

We ll ask them just wanted to understand :) personally I want cash

Ya, without context/knowledge of the individuals involved, Cash is always good due to the flexibility it offers. 🙂

@chilly-rocket-77832 makes sense

how do companies come up with bonus percentages,

main motive or a background is to share revenue that the company makes with employees

As you mention you are a small team, is there a general consensus within the entire team, on the relative importance of various tasks and who helped achieve what? (including secondary/indirect tasks/activities) Once there is a general consensus (easier said than done for growing teams, as the number of people involved increases 😅_)_ it is easier to divvy the gains accordingly 🙂

Yes we have a consensus we are literally 7 person company , so everyone knows what everyone does

What’s the bonus for? Annual performance reviews? Ad hoc good job motivational disbursements? Cash is probably what most people would prefer, but you can give people choices like cash/coupons/voucher options or sponsor things like airbnb experiences

To share how company does if we get more clients we want to share it with our employees. So maybe twice a year bonus for that To keep people motivated Inventivise folks Everyone gets esops but what use is that when you don't get any value out of it

give people choices like cash/coupons/voucher options or sponsor things like airbnb experiences

Also, if something can be expensed as a tax write-off, that's a vote in favor of paying in kind. instead of increasing the taxable income of the employee. (but only if the recipient actually wants it in kind)

To keep people motivated

In*c*entivise folks

...and beware of accidentally creating perverse incentives. Attaching a monetary value to actions can backfire. While someone might previously be going the extra-mile for the kudos and the knowledge of having done the right thing, Attaching a monetary reward to such actions • might make it "not worth it" for them. • might make they reluctant to pursue saying - "Guys, believe me, i am not doing this it for the money!". Also, ensure that monetary rewards do not reduce co-operation between the team. (once there's a reward to be split based on achievements, it is easy for everyone to start focussing on actions that can showcase their individual achievements directly "small sure individual wins" even at the expense of the overall team's achievement "bigger uncertain team win" )