Bonuses are particularly common in top management. In the meantime, however, they are also increasingly becoming part of the remuneration mix below the management level.
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Berlin Those who negotiate their salary are often not offered a fixed amount. In many cases, companies agree with their employees that, in addition to the basic salary, they will also receive a variable component that depends on performance or the company’s success.
Such bonuses are common practice, especially in top management. According to a survey by the management consultancy Willis Towers Watson, between 80 and 90 percent of all top managers receive a classic annual bonus. But even below management level, variable sums are increasingly becoming part of the remuneration mix. For example, up to 30 percent of clerks in Germany receive an annual bonus.
A bonus offers the employee less security but more opportunities. In the best case, it ensures a decent salary increase. Depending on how your own performance turns out and how the company is doing, a bonus can also be a disadvantage. The Handelsblatt asked three experts what types of variable remuneration there are and what needs to be considered.
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