1. Interact (and socialise) with your manager often – Take time to communicate with your manager more often than you are doing now.  Socialise with him and interact at any chance you have.  The purpose is to move you into his “radar”.  With you in his radar most of the time, the higher chance that he will place you in the recommendation list.
2. Find out what tasks that are important to him and help him achieve it – Take time to observe your boss.  Find out what are the main tasks that he feels it is important to help me go further.  By helping him achieve his important personal interest and goals, you are selling favour.  This goodwill will be beneficial to you as he will consider you in the recommendation list when the time comes!
3. Avoid direct confrontation with your managers – Although many advisors say that it is wise to disagree with your managers to prove your right.  But that is not the case all the time.  Your manager is always right!  If you do want to offend your manager, or want to have a direct confrontation with him, it is best to think twice of the consequences of doing so.  If you really want to do it, do it gracefully and in a gentle manner.  Do not disgrace your managers.  Give them some room to breath too.  Confront in a positive and constructive manner so that both of you can benefit.  By offending him negatively, he will immediately strike you off the recommendation list and you can pray hard for the following year’s bonus.
4. Target your effort to valuable tasks – If you can, shift yourself into tasks that are valuable.  80–20 rule applies here.  Do 20% of the work to yield 80% productivity.  Valuable in the eyes of your managers.  Remember, managers do not see non-valuable or mandate work that most of the time necessary to do.  Valuable tasks focus on valuable deliverables.   Your managers can base on these valuable deliverables for the recommendation list.  Therefore, do not ignore this and focus on valuable tasks!  If you are not

Remember, you want to stay in your manager’s radar.  In order to achieve that, you will need to do valuable tasks and important tasks that are important to your manager.  Be on the right radar, not on the wrong radar.  Do not offend or get into direct confrontation with your manager that will only end you up in the radar.  If all these are done, they should be sufficient for the manager to place you in the recommendation list and of course a better chance for a bountiful bonus!

1. Your company is not making money – Ok this is to make you feel better only.  Everyone in the company is not getting a good bonus this year.  Therefore, do not feel bad about it because you are not the only one.  Especially in a recession, when companies are feeling the threat of poor business or even closing down, you should feel fortunate that there is some form of reward in this period.
2. Your company is plain stingy about performance reward – Ok, now if the economy is good and everyone is making money.  Your company is making money as well.  But your reward is not fantastic at all even in these good times.  Now that is unreasonable.  They company do not really appreciate the hard work the employees have put in.  If that is the situation you are in, it may be time to find another company that rewards you accordingly.
3. Your manager just does not appreciate your work – Tough luck on this one.  Your manager is that type that doesn’t appreciate your work.  What you had been doing for the past one year is nothing but plain work to do them.  It is a job to them and that doesn’t mean anything to him.  There are two ways to work about this.  First, is to really understand your manager thoroughly and find out the things that are important to him, and work on those things instead!  That is, pin-pointing to what he wants and deliver it to appeal to him.  Second, if this is how your manager functions as a leader that does not appreciate his employees, it’s time to update your resume and make plans for your career.
4. You offended your manager in the past – This is another manager problem.  You may have offended your manager in the past in some way or another.  Example, you disagree of his proposal in front of the customer, or you overwritten his decisions on certain task and it turned out working better than what your manager proposes.  These managers are generally narrow-minded and do not see that you are able to contribute to the organisation.  They see their personal interests immediate.  If this is the case, our advice is for you to get a new job instead.  It is meaningful to work under him as he will always be basing on his personal interest instead of yours or the organisation when he makes any decisions.

These are some reasons that you are not getting a bountiful bonus than your peers.  However, at times, everyone in the company gets affected due to economic situation, market outlook, poor business or bad profits.  What’s worst is an under appreciative manager that treat you as pure labour without giving you the right rewards for your effort throughout the year.  Getting to understand these factors may make you feel better.  However, if things are within your control, take charge of it and make plans for a bountiful bonus the next coming work year.

Measuring performance becomes difficult when no direct profit is tied to the things the individual does.  It becomes a quality of deliverables.  Generally, it also depends on their management if they like the employees a not (favouritism) which results in recommendation of the individual. Quality itself is hard to measure and people have different likings in their employees.  So, before you start jumping on the pathetic bonus you are receiving this year, let’s look at some things that will land you a lower chance to get a bountiful one this year!

1. You are doing well in the organisation and area of work but that is not important to your organisation or your management – The first complain that you will receive in all non-profit driven organisations.  Yes, you had been doing well for what you are doing.  You ensure that the servers are running 24 / 7 a day, no down-time.  You always deliver reports timely.  You always ensure that you filed the right document in the right folder.  But all these are not important to them.  Importance is relative to each of us!  If you do feel this way that the organisation is not paying for your hard work.  Time to rethink ways to make you pay well instead!  Work smart, not hard!
2. What you are doing does not appeal to the management – The first point goes to this second point.  Of all the operational work you are doing, making sure that things are fine and normal, it is not important to the management.  It does not appeal to them.  It does not bring them further.  If that is the case, take a moment to understand your management on what it is important to them.  Remember, they are the ones that will put you on the recommendation list and it is always wise to do things that appeal to them!
3. You are working in the wrong department – The department’s function is generally operational and supportive.  They don’t bring in profit.  They don’t bring in strategic value.  They need to be there and someone has to do the job.  If you are in it, it’s either you learn to appreciate that this is the type of department you are in and you will definitely get a smaller share of the bonus pie.  If not, it’s time to move out to someplace that offers better!
4. You have limited exposures in front of your managers – The key thing of getting managers to recommend you is to increase your “exposure” rate in front of them.  They need to know you.  If you spend most of the time avoiding your managers, they will not know you and will not likely put you on their recommendation list.  They will only put those they know and those that bring value to them!  Make some time to interact with your managers.  It can be work or off-work stuff.  The key thing is to increase your “exposure”!

These are some reasons that you are not getting a bountiful bonus than your peers.  Take some charge and make changes to your working style.  Re-think of what is valuable and important to your management.  Increase the chances you interact with your managers and you stand a higher chance of a bountiful bonus this coming work year.

1. Look at all the sources for recruitment. They can be internet, recruitment firms, job agencies, newspaper classifieds, university job postings, individual company websites and even friends!
2. Next, beef up your resume and CV.  Without taking this very first step, you won’t be able to talk about the interview or what you should wear on the interview day.  Not even the possibility of discussion about the compensation package that is installed for you by your prospective employer. J
3. Send your resume and CV out to all the sources. If you get rejected, ask to find out what you are lacking.  Fine-tune it.
4. If you get into an interview,  the first thing you want to do is to impress the interviewer.  Don’t talk about the compensation package.  That will leave him a negative impression on you.  Leave it for the HR personnel to go through the compensation package when the time comes.
5. If you are really lucky, you get the job on the 1^st interview.  But on a cautious note, understand the reason that you are being offered a position.  Recap from your 1^st interview if there were anything mentioned about filling the position urgently or if someone is leaving the organisation.  They maybe offering you the position because they want to fill it urgently (desperately) and you will most likely be working like a mad dog when you join them!
6. If the HR department calls you up for a 2^nd interview to discuss about the compensation packages, you are in luck!  Before you go into the 2^nd interview with the HR department, go to the internet to find out more about how much you are paid.  Talk to friends who are of the same industry to advise you on the compensation package.  You want to be prepared to know where your baseline is for the discussion.
7. When you are at the 2^nd interview, be firm with your baseline.  However, leave room for negotiations.  You may want to go into the room with your minimum and maximum range first.  If you have other employers waiting for you to sign the offer, you definitely have an upper hand in the discussion!
8. Sign the offer when you are really comfortable with it.  Remember, if it is not something that you want, you have a choice to decline the offer!

Of course, there are interviews that can stretch for more than 2 sessions.  Even 5 sessions that can involve the CEO or directors.  Whatever the situation is, what is clear is they are keen to get you in and putting you through all the tests (interviews) to see your suitability.  Persevere and stay positive about these interviews!  With a positive attitude and right mind set, you will definitely see the light at the end of tunnel and get the job you want!

Ask yourself the following questions.  Are you comfortable and confident after going through the questions?  If you are then you are more likely that you are safe and ready from another recession-initiated retrenchment.  If you are not, then it’s time to buck on your skill set before any recession sets in!

1. What have you achieved till date in the organisation? Are the achievements significant that most senior management knows your name?
2. Are you a key contributor to the organisation? That is, the organisation cannot do without you?  Are you one of the key decision makers?
3. Have you been producing results annually? Have you been delivering what you are supposed to every year?  Have you been generating sales for the company or been delaying deliverables?
4. Have you always met your superior’s work target?  Simply put it, have you always met your immediate superior’s expectation?
5. Have you constantly improved your skills and competency? Have you been sharpening your skills or are you still the same after 5 years in the organisation?
6. Are you always the under-dog of the team? You are always the last in delivering results.  You appeared slower than your peers.
7. Are new rookies and co-workers been over-taking you? You are always compared on performance with the new guy sitting beside the pantry or Alex who had been transferred from the other department.
8. Are you redundant in your organisation? Are you in the mid-level management or functions that can be easily removed in the event of a merger or acquisition?
9. Are you on non-permanent employment? That is, contract, part-time or free-lance?  Contract staff will be the first to go as there are no legal obligations. Of course, not all part-timers and free-lancers are removed first.  It may be more effective to employ part-timers and free-lancers during the bad times instead to cut cost!

Knowing all these DOESN’T GUARANTEE that you will not be retrenched, however it does give you a level of assurance that you will not be in the top list and reduced the likelihood of being shortlist for being axed in the next retrenchment exercise! J

1. If you are unhappy on the compensation and money issue, and you feel that the company is not going to properly compensate you no matter how many times you approached them, then its time to get a new job.  You can get a higher paying job if you have the capabilities and not limit yourself to the current one!  (Unless you lack the capabilities and you demand a higher pay).
2. If you are not on your boss’s list for fatter bonus or progression, then take a look around and make a healthy comparison with co-workers that are receiving one.  Are they really better than you in terms of performance and results delivery?  OR are there expectations and targets that they are able to meet, and you are not aware of and fail to meet.
3. If it’s the lack of leadership, appreciation, favouritism and poor judgement that is causing the grievances, you might consider changing a department, another job or the most direct, practical and effective method is to create a reporting structure that you directly reports to your boss’s immediate superior.  In this way, you are no reporting to him and thus empowering you.  Another note is that, he has to be wary now that you are under his boss’s protection too!
4. If it’s the boot-licking and politicking activities your boss indulges that left you disgusted and unhappy, we would suggest giving your boss the benefit of doubt first.  Observe to see if your boss does such activities for his own interest or the entire team’s interest.  If it is on his own interest, then its time to move on.  If it’s for the team, you may feel disgusted but it’s for the good cause for everyone.  Sometimes you will be surprised with bosses that do that for the team!
5. If it’s the bureaucracy and red tapes that is blowing your mind away, then you have two options.  One of them is to foster another set of thinking that bureaucracy and red tapes are necessary for the organization (such as banks and financial institutes).  The other, is to change your job that has more freedom.  Especially when these red tapes are procedures that restrict your career progression.  But think thoroughly before you do that.  The short term desire for freedom may not be wise in the long run!

However, when employees are not being recognized of their performance, they started to drift away and may under perform in the long run.  The worst thing is employees tender their resignation in display of the lack of appreciation at work (and your leadership).  As such, employers (managers) should always be sensitive to their needs.  Remember, they are your arms that you need to get work delivered.  Employers should also be able to align the expectation of reward and performance consistently to their employees.

To be able to keep your employees and continue to work for you (happily) with continued performance, you must have the basic four MUST-Dos for your employees:

1. Align rewards and performance! – This is to be done explicitly and clearly.  Do not give them an airy fairy links of rewards and performance.  Give them realistic and clear indication of how their performance is linked to their rewards.  Of course, there is a need to be flexibility.  Draw the scope of work and reward boundaries but do not limit their ability to excel.
2. Be attentive! – Show you are always willing to listen to them.  Open the doors of your office.  Allow them to come in for a discussion about their concerns.  If you have the time, take a walk and hang around at the pantry.  Talk to them there (a place they are comfortable at).  Allow yourself to know them more instead of being the every so high and unapproachable authority.
3. Be receptive! – Show you are always willing to acknowledge their concerns and the value of what you hear.  Having an open door concept is not good enough with your ears and heart shut.  Your ears and heart must be opened too.  Empathetic listening.  Allow them to finish what they say and not interrupt them.  Most importantly, is not rejecting their views.
4. Be responsive! – Show you are always willing to take action.  After talking and listening and understanding their concerns.  It’s time to take action.  Being able to understand their concern is not enough for them.  You need to be decisive.  Of course, you need to be Mr. Nice Guy and respond all the concerns without putting a thought to it.  You have the right to reject their concerns if you deemed it unreasonable or unrealistic.

1. Do you have a fair process? – Do you have a process that is consistent and equal in recognition is delivered?  Employees believed that a fair process allows them to voice their opinions and have some influence of the outcome.
2. Do you deliver a fair outcome? — Do you give the sense of worth that is equivalent to the employee’s sense of worth or accomplishments?  Does the recognition is misaligned with what is expected by the employee?  Remember, performance is always link to recognition.  You may loose a good employee if you are unable to provide a fair outcome for a great performing employee.
3. Do you give fair treatment? – This refers to the consideration respect and sensitivity people receive when recognition is delivered.  Are all the employees in your office treated in the same way?  Are there any deviations when between different employees that you give?
4. Do you give fair explanation? – This refers to the clarity of the information that the company is willing to reveal to the employees in terms of rewards and recognition?  Are you providing reasonable, candid, thorough and timely when you reveal the information to your employees?  Is everyone informed of the same information or some have more information over the others?

Finally, it is important that being fairness means the idea of favouritism among your employees should be out of your company.  Employers must ensure that everyone has the same opportunity to excel and be appraised in the same process.  Yet, favouritism still exists in companies nowadays which are almost pervasive everywhere.  But at least if you take note of this, you will begin to feel sensitive to the needs of your employee.