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. 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.