Removing performance-based pay at the END of the performance year

[Cerulean60]

At my work, employees are ranked at the end of the performance year, with outcome tied to your bonus.

They've just announced that because they've had feedback people were worried about the impact of lockdown on their performance, no ratings will be issued this year and everyone will get the same bonus... and they are telling us this at the END of the performance year.

At my work, like most workplaces, some work a lot harder than others and pick up a lot of additional work. We get no overtime pay and no time off in lieu; but people have an expectation of a better bonus at year end.

It seems very unfair to change things at this stage in the year.

Appreciate I should be grateful for having a job/bonus at all, but am I allowed to feel annoyed and disappointed my 50+ hour weeks have been for nothing? And irritated that the people who've coasted and done 9-5 all year will get the same?

Is your performance related pay also linked to profit? And if so, what was National product like this year? We expect pay rises and bonuses to be down because our profit was. Doesn’t mean that your performance won’t be noted for next year

We have the same but because of Covid they just decided to scrap the bonus last year. After people had worked hard for it

YANBU to be annoyed at the timing but YABU to expect it just because you worked 50+ hours a week. What if your colleagues which 'coasted' by only doing 9-5 have other responsibilities? Like children, or caring responsibilities? Should they miss out because they need to leave on time?

A performance bonus should be based on performance not hours.

@MinesAPintOfTea

Is your performance related pay also linked to profit? And if so, what was National product like this year? We expect pay rises and bonuses to be down because our profit was. Doesn’t mean that your performance won’t be noted for next year

Yes, but profits are up and they've said they expect bonuses to be up. It's not about the money, but the sense of fairness.

Lots of companies just aren’t paying bonuses this year or giving raises. I suspect the excuse of Covid might be overused, but employees don’t really have much power to fight back.

@Chocoqueen

YANBU to be annoyed at the timing but YABU to expect it just because you worked 50+ hours a week. What if your colleagues which 'coasted' by only doing 9-5 have other responsibilities? Like children, or caring responsibilities? Should they miss out because they need to leave on time?

A performance bonus should be based on performance not hours.

Agree on performance vs hours. I should explain - I work in consulting, where all work is project-based. Some projects are harder than others, and some do multiple projects. I've been working full time client roles where I bill 8 hour days, but then also picked up multiple additional responsibilities (e.g. writing thought leadership, running marketing events, or even picking up more client work) - which are done in the evenings/weekends. Some people don't do any of this.

Anyone with children or other caring responsibilities was allowed to take whatever time off they needed to, with no impact on pay (and this was completely accepted culturally) and we all have complete flexible working with no core hours.

I've been working full time client roles where I bill 8 hour days, but then also picked up multiple additional responsibilities (e.g. writing thought leadership, running marketing events, or even picking up more client work) - which are done in the evenings/weekends. Some people don't do any of this. This should be noticed and rewarded next year and if it is not - please look elsewhere. The extra bits that you have worked on this year will help you stand out from the crowd and improve your employability.

I have a feeling you work for the same organisation as me.

You’re not unreasonable to feel it’s unfair, however, there needs to be a balance. 2020 and 2021 are exceptional years and they need to adapt to concerns. Imagine the outrage if someone was penalised for homeschooling their kids when they had no real choice? Similarly, I don’t think the taking time off/flexible working/homeschooling policy was “accepted culturally” 100% across the board so those concerns are totally valid.

Unless you’re a lifer, consider moving elsewhere - but I doubt you’ll find much to talk about with our competitors.

@KeepYellowBoxClear

I have a feeling you work for the same organisation as me.

You’re not unreasonable to feel it’s unfair, however, there needs to be a balance. 2020 and 2021 are exceptional years and they need to adapt to concerns. Imagine the outrage if someone was penalised for homeschooling their kids when they had no real choice? Similarly, I don’t think the taking time off/flexible working/homeschooling policy was “accepted culturally” 100% across the board so those concerns are totally valid.

Unless you’re a lifer, consider moving elsewhere - but I doubt you’ll find much to talk about with our competitors.

Ha - I wondered if anyone would recognise the organisation. I’ve worked for competitors so know the grass isn’t greener, but that doesn’t make me feel any better.

@MixedUpFiles

Lots of companies just aren’t paying bonuses this year or giving raises. I suspect the excuse of Covid might be overused, but employees don’t really have much power to fight back.

100% this

Covid is an excuse for a lot of companies

Totally appreciate that, it is frustrating. I am less fussed because I’ve been on maternity leave for some of this year and know my performance review won’t be as good. Also bear in mind that bonus’ differ wildly - some of your internal colleagues will barely receive a bonus regardless of their result.

If you stay, I’d think about how you can use it as a spring board for the next year and beyond.