{"id":12581,"date":"2013-06-04T13:22:25","date_gmt":"2013-06-04T17:22:25","guid":{"rendered":"https:\/\/smarttan.com\/news\/?p=12581"},"modified":"2013-06-04T13:22:25","modified_gmt":"2013-06-04T17:22:25","slug":"using-bonuses-to-boost-sales","status":"publish","type":"post","link":"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/","title":{"rendered":"Using Bonuses to Boost Sales"},"content":{"rendered":"

Implement an effective bonus plan that will keep your team engaged and kick sales up a notch, with tips from the Inc.com article \u201cHow to Motivate With Bonuses.\u201d A bonus plan done the right way can make your team excel, but done the wrong way, it can actually lead to employees becoming discouraged and dissatisfied. Follow these rules to ensure that you get the results you\u2019re aiming for:<\/p>\n

    \n
  1. Keep the plan simple.<\/strong>\u00a0If the plan is too complicated, employees won\u2019t be sure of the precise objective they\u2019re trying to meet or the best way to proceed in doing so. You should be able to express the plan in a single, short sentence like: \u201cYou\u2019ll get an extra $100 if you beat quota by 5 percent this month.\u201d<\/li>\n
  2. Make the goals realistic.\u00a0<\/strong>The goal must be directly connected to each employee\u2019s individual contributions, and it must be attainable. You certainly want to make the goal a challenge, and don\u2019t want to reward employees for mediocre performance, but setting a goal out of reach will only lead to discouragement, completely defeating the purpose. A good solution is to keep goals attainable, but always have a higher level of reward so there’s always something to shoot for.<\/li>\n
  3. Don\u2019t change the rules midstream.<\/strong>\u00a0Even if there\u2019s good reason for an adjustment, if you changing the rules right before employees receive a reward, they\u2019ll assume you\u2019re being cheap. If you make such an error, your bonus plan will never regain its credibility.<\/li>\n
  4. Pay the bonus promptly.\u00a0<\/strong>Paying the bonus months, or even weeks, down the road weakens the emotional impact. Paying the bonus promptly, and perhaps in cold hard cash, establishes an emotional connection between behavior and reward and will help inspire employees to imitate the actions that led to the reward.<\/li>\n<\/ol>\n

    Click here to read the article from Inc.com.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

    Implement an effective bonus plan that will keep your team engaged and kick sales up a notch, with tips from the Inc.com article \u201cHow to Motivate With Bonuses.\u201d A bonus plan done the right way can make your team excel, but done the wrong way, it can actually lead to employees becoming discouraged and dissatisfied. […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-12581","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"\nUsing Bonuses to Boost Sales - Smart Tan News<\/title>\n<meta name=\"description\" content=\"Implement an effective bonus plan that will keep your team engaged and kick sales up a notch, with tips from the Inc.com article \u201cHow to Motivate With Bonuses.\u201d A bonus plan done the right way can make your team excel, but done the wrong way, it can actually lead to employees becoming discouraged and dissatisfied. Follow these rules to ensure that you get the results you\u2019re aiming for: Keep the plan simple.\u00a0If the plan is too complicated, employees won\u2019t be sure of the precise objective they\u2019re trying to meet or the best way to proceed in doing so. You should be able to express the plan in a single, short sentence like: \u201cYou\u2019ll get an extra $100 if you beat quota by 5 percent this month.\u201d Make the goals realistic.\u00a0The goal must be directly connected to each employee\u2019s individual contributions, and it must be attainable. You certainly want to make the goal a challenge, and don\u2019t want to reward employees for mediocre performance, but setting a goal out of reach will only lead to discouragement, completely defeating the purpose. A good solution is to keep goals attainable, but always have a higher level of reward so there's always something to shoot for. Don\u2019t change the rules midstream.\u00a0Even if there\u2019s good reason for an adjustment, if you changing the rules right before employees receive a reward, they\u2019ll assume you\u2019re being cheap. If you make such an error, your bonus plan will never regain its credibility. Pay the bonus promptly.\u00a0Paying the bonus months, or even weeks, down the road weakens the emotional impact. Paying the bonus promptly, and perhaps in cold hard cash, establishes an emotional connection between behavior and reward and will help inspire employees to imitate the actions that led to the reward. Click here to read the article from Inc.com.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Using Bonuses to Boost Sales - Smart Tan News\" \/>\n<meta property=\"og:description\" content=\"Implement an effective bonus plan that will keep your team engaged and kick sales up a notch, with tips from the Inc.com article \u201cHow to Motivate With Bonuses.\u201d A bonus plan done the right way can make your team excel, but done the wrong way, it can actually lead to employees becoming discouraged and dissatisfied. Follow these rules to ensure that you get the results you\u2019re aiming for: Keep the plan simple.\u00a0If the plan is too complicated, employees won\u2019t be sure of the precise objective they\u2019re trying to meet or the best way to proceed in doing so. You should be able to express the plan in a single, short sentence like: \u201cYou\u2019ll get an extra $100 if you beat quota by 5 percent this month.\u201d Make the goals realistic.\u00a0The goal must be directly connected to each employee\u2019s individual contributions, and it must be attainable. You certainly want to make the goal a challenge, and don\u2019t want to reward employees for mediocre performance, but setting a goal out of reach will only lead to discouragement, completely defeating the purpose. A good solution is to keep goals attainable, but always have a higher level of reward so there's always something to shoot for. Don\u2019t change the rules midstream.\u00a0Even if there\u2019s good reason for an adjustment, if you changing the rules right before employees receive a reward, they\u2019ll assume you\u2019re being cheap. If you make such an error, your bonus plan will never regain its credibility. Pay the bonus promptly.\u00a0Paying the bonus months, or even weeks, down the road weakens the emotional impact. Paying the bonus promptly, and perhaps in cold hard cash, establishes an emotional connection between behavior and reward and will help inspire employees to imitate the actions that led to the reward. Click here to read the article from Inc.com.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart Tan News\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/SmartTan\" \/>\n<meta property=\"article:published_time\" content=\"2013-06-04T17:22:25+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/news.smarttan.com\/wp-content\/uploads\/2022\/08\/Smart-Tan-Logo.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"520\" \/>\n\t<meta property=\"og:image:height\" content=\"200\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"smarttannews\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@SmartTan\" \/>\n<meta name=\"twitter:site\" content=\"@SmartTan\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"smarttannews\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\"},\"author\":{\"name\":\"smarttannews\",\"@id\":\"https:\/\/news.smarttan.com\/#\/schema\/person\/722dc7049af55e0ed743d67ce9ed4819\"},\"headline\":\"Using Bonuses to Boost Sales\",\"datePublished\":\"2013-06-04T17:22:25+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\"},\"wordCount\":320,\"publisher\":{\"@id\":\"https:\/\/news.smarttan.com\/#organization\"},\"articleSection\":[\"News\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\",\"url\":\"https:\/\/news.smarttan.com\/index.php\/using-bonuses-to-boost-sales\/\",\"name\":\"Using Bonuses to Boost Sales - Smart Tan News\",\"isPartOf\":{\"@id\":\"https:\/\/news.smarttan.com\/#website\"},\"datePublished\":\"2013-06-04T17:22:25+00:00\",\"description\":\"Implement an effective bonus plan that will keep your team engaged and kick sales up a notch, with tips from the Inc.com article \u201cHow to Motivate With Bonuses.\u201d A bonus plan done the right way can make your team excel, but done the wrong way, it can actually lead to employees becoming discouraged and dissatisfied. 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