{Study} Performance incentives Motivation Bonus payments in the job: Like the rabbit with the carrot

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Bonus payments are always in the criticism: As the rabbit of a carrot runs after, employees would pant from one bonus payment to the next. Some Company that's why they even completely abolished it. An online survey now wants to show that the bonus payment is still job motivator # 1.

GRA_Talents Trends_Top performance incentives_220513

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Simone Janson Simone JansonSimone Janson is publisherGerman Top20 blogger and Consultant for HR communication.


Take the survey

The consultingCompany von Rundstedt and the market research institute INNOFACT AG regularly survey around 732 full-time and part-time men and women online about the topics “talent” and “career”.

The sample corresponds to the representative distribution of the German population according to age, gender and region. The last online survey in May 2013 was about performance incentives.

Material privileges and personal responsibility

The incentives chosen in the Top 3 show that respondents still have material privileges very important. However, personal responsibility, flexibility and leisure time enjoy a very high priority.

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A quarter (25 percent) of those surveyed are most strongly motivated by special remuneration to achieve better performance. This was the result of the representative survey “Talents and Trends” by the personnel consultancy in Rundstedt.

Flexible work and vacation in place 3

But: Directly behind this is the flexible, self-responsible work planning - ie privileges such as home office or the free time division. This incentive is most important for almost every fifth employee (19 per cent). On the 3 rank in the ranking are twelve per cent additional holiday days.

Status symbols, on the other hand, tend to be the backlight. For example, the car is the main motivator for only seven per cent of respondents. Laptop, smartphone and tablet PC are worst performing with three percent approval.

Differences between the sexes

Less common privileges such as sabbaticals, the possibility to choose projects as far as possible, or shareholdings in the company are more in demand (5 percent, 9 percent, 12 percent).

There are also differences by gender: According to the survey, men are more likely to be more involved in society than women. While 15 percent of the men surveyed voted 1, only eight percent of women chose this privilege.

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Sabbaticals or participation in the company

The situation is different with flexible and autonomous work planning. 23 percent of women voted for 1, and only 15 percent for men.

The question you have to ask yourself is: How representative online surveys can really be, in which anonymous mentions and multiple appointments distort the picture?

The results in detail

Question: Imagine, you would make a successful career. In addition to your salary, you receive privileges / remuneration from your employer. Which of the following privileges would particularly motivate you?

The following percentages were chosen for 1:

  1. Performance bonuses: 25%
  2. Flexible, self-responsible work planning (eg free time division, home office): 19%
  3. Extra holidays: 12%
  4. Participations in the company (eg as a partner, with share packages): 12%
  5. The possibility to choose projects / activities largely by yourself: 9%
  6. Company car: 7%
  7. The possibility for time off, so-called sabbaticals: 5%
  8. Specialized training, continuing education or coaching: 4%
  9. Your own office: 4%
  10. Laptop, tablet PC, mobile phone (also for private use, charges the employer): 3%

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