Defining Success

Let's talk bonuses.

Bonuses sound simple.

Until it’s time to decide:

Who gets one

How much

And why

Most of the time, I see practice owners offer bonuses because they feel bad.

She's been with me forever, Ashley.

I really think they've done a good job over the last month, so I think they deserve a bonus.

They're coming up on their work anniversary, so shouldn't we give them a bonus?

My answer is ALWAYS: Maybe

First of all, none of those reasons is a strategy.

My question back to them is ALWAYS: Have they met their success metrics?

And 9/10 my client's answer is: No

If you haven’t defined what success looks like, you can’t reward it.

You’re just reacting.

And when bonuses are reactive, they don’t motivate.

They confuse.

People don’t know what they did to earn it.

They don’t know if it’ll happen again.

And you don’t know what it’s actually costing you long-term.

Bonuses aren’t ONLY about generosity.

They’re about clarity.

Define success first.

Then decide if a bonus belongs there.