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Hourly employee question.

Started by Hothotz, Dec 05 2012 01:59 PM

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24 replies to this topic

Poll: Hourly employee question. (7 member(s) have cast votes)

Which would you rather have as a hourly employee

A bonus at the end of the year (1 votes [14.29%])
Percentage of vote: 14.29%
A raise that equals the bonus distributed through out the year (3 votes [42.86%])
Percentage of vote: 42.86%
A small bonus with a small distributed through out the year (3 votes [42.86%])
Percentage of vote: 42.86%

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#1
Hothotz

Posted 05 December 2012 - 01:59 PM

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Hey guys. I talked with a good many of you guys about my expectations on expanding my buisiness down towards the Florida / Georgia line. I have decided I am not going to open any new stores but I am going to give the employees a raise. Now I am planning this as a Christmas surprise so I wanna get a idea as to what you as the employee would prefer.

1. A bonus at the end of the year.

2. A Raise that equals that bonus distributed throughout the year.

3. A small bonus with a small raise distributed throughout the year.

Edited by Hothotz, 05 December 2012 - 02:00 PM.

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#2
StaringContestYouAndMe

Posted 05 December 2012 - 02:04 PM

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2. If I got an upfront bonus I would blow it all. If my paycheck constantly stays a little bit bigger, I would be more pleased with that.

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#3
Titans4Vols

Posted 05 December 2012 - 02:06 PM

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Yeah, I would much prefer a raise myself.

#2 or #3 for sure, wouldn't do #1 though.

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#4
WDavE

Posted 05 December 2012 - 02:13 PM

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The smart ones will prefer the raise. It increases their base pay and all future raises will be a percentage increase off of that base.

Bonuses should be based of projections and employees exceeded the projections given to them as a goal each year. I got a bonus one year that moved me into a higher income bracket and ended up costing me more money then the bonus was at the end of the year.

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#5
Hothotz

Posted 05 December 2012 - 02:15 PM

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WDavE, on 05 December 2012 - 02:13 PM, said:

The smart ones will prefer the raise. It increases their base pay and all future raises will be a percentage increase off of that base.

Bonuses should be based of projections and employees exceeded the projections given to them as a goal each year. I got a bonus one year that moved me into a higher income bracket and ended up costing me more money then the bonus was at the end of the year.

Titans4Vols, on 05 December 2012 - 02:06 PM, said:

Yeah, I would much prefer a raise myself.

#2 or #3 for sure, wouldn't do #1 though.

StaringContestYouAndMe, on 05 December 2012 - 02:04 PM, said:

2. If I got an upfront bonus I would blow it all. If my paycheck constantly stays a little bit bigger, I would be more pleased with that.

Now make sure to put this into perspective. Most of these guys and girls only make 9.00 hr. With the managers making 13.00

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#6
Titans4Vols

Posted 05 December 2012 - 02:15 PM

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Hothotz, on 05 December 2012 - 02:15 PM, said:

Now make sure to put this into perspective. Most of these guys and girls only make 9.00 hr. With the managers making 13.00

What would the raise bump it up to?

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#7
Hothotz

Posted 05 December 2012 - 02:20 PM

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Titans4Vols, on 05 December 2012 - 02:15 PM, said:

What would the raise bump it up to?

Outside of manager my normal staff works 25 hours a week they make 450 every two weeks before taxes. In a year that's 12600
I wanna give them a bonus or raise that's worth 1500. It equals up to be about 50 bucks extra a paycheck.

I'ts a dollar a hour raise.

Edited by Hothotz, 05 December 2012 - 02:22 PM.

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#8
jthomas666

Posted 05 December 2012 - 02:24 PM

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Particularly since it's a Christmas surprise, I'd go with #3. The bonus will help out w/ presents, while the raise will help out long term.

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#9
Hothotz

Posted 05 December 2012 - 02:26 PM

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jthomas666, on 05 December 2012 - 02:24 PM, said:

Particularly since it's a Christmas surprise, I'd go with #3. The bonus will help out w/ presents, while the raise will help out long term.

Thats what I was leaning to when I asked. My plan was to give each person 750 (under the table) and then bump everyone up .50 cents a hour.

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#10
razorhead

Posted 05 December 2012 - 02:39 PM

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#11
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Posted 05 December 2012 - 03:09 PM

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Hothotz, on 05 December 2012 - 02:26 PM, said:

Thats what I was leaning to when I asked. My plan was to give each person 750 (under the table) and then bump everyone up .50 cents a hour.

Don't think anyone will complain about that.

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#12
cocky4ever

Posted 05 December 2012 - 03:18 PM

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Hothotz, on 05 December 2012 - 02:26 PM, said:

Thats what I was leaning to when I asked. My plan was to give each person 750 (under the table) and then bump everyone up .50 cents a hour.

I'd go with this for sure. Different people will prefer different things, but this route should make everyone happy. Plus it helps them with the holidays as well as helps them out throughout the year.

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#13
bbqit

Posted 05 December 2012 - 06:33 PM

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I put all my men on salary 6 or 7 years ago. To start salary I took their total pay for the year and divided by 52 so each check would be the same. On top of that I still keep up with hours worked just to check what they get per hour at year end. Then on important times such as planting and harvest I add anywhere from $50 to $200 a week bonus depending on what we accomplished. At year end bonus is somewhere between $2000 and $3500 depending on where they land on importance list.

Edited by bbqit, 05 December 2012 - 06:34 PM.

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#14
Herschel Talker

Posted 05 December 2012 - 06:36 PM

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Is it too complicated to give them the choice?

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#15
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Posted 05 December 2012 - 06:42 PM

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They are hourly so most likely your employee turnover is high. Nobody is going to be an hourly guy under you 10 years. So a performance raise really doesn't benefit them. However it gives you leverage and is a good idea from the employer standpoint. A bonus would be better for them. Split it into. One bonus for company performance. One for individual performance. Have a set amount per control. That way it doesn't kill your bottom line but it also promotes high individual effort and results. You have to set it up where it rewards them but also rewards your company.