Bonusing On Revenue Is A Mistake. This Is Why.

Most UK companies reward short-termism, sandbagged goals and risk avoidance, whilst hoping for strategic focus, collaboration and ambition.

~ 60%

of SMEs use discretionary or revenue-gate plans only

< 15%

link any bonus to strategy execution quality

~ 40%

have no formal bonus framework at all

The Company Bonus Plan.
How Are They Strctured & Awarded Today?

Here’s how most companies structure their bonus plans, the five failure modes, the root causes, and a preview of what a better approach looks like.

Bonuses are always a sensitive issue for all levels of the organisation. It’s really difficult to strike a balance between adequate reward, team buy-in, cohesive working & real progress. Traditionally, we have offered a bonus based on the company’s financial performance. I’ve always felt that there is more we could get from this, and aligning with strategy makes perfect sense. We will incorporate this approach into our bonus scheme.

Ashley Heather
Building Materials Nationwide

Most Bonus Plans Are Damaging Performance

Most bonus advice suggests adding metrics, tweaking weightings or introducing balanced scorecards.

The evidence shows those changes don’t address the root cause. Watch the video to discover:

Why ~60% of SMEs rely on discretionary or revenue/profit gates
Why fewer than 15% link bonuses to strategy execution quality
The five failure modes every standard plan produces
Why "add non-financial metrics" addresses symptoms, not cause
Why revenue gates cannot distinguish success from efficient retreat
A preview of a better, more rational, fairer approach looks like

Ready To Know More & Bonus Better

The Complete Bonus Plan Think Tank Output
For Only £200

One-time Access. Everything Included.

A 25-slide think tank deck outlining the full framework, design logic, and core strategic principles
An individual bonus calculator to model payouts based on company and individual performance outcomes
A bonus pot distribution modeller to compare different allocation approaches across teams and role bands
Ongoing pilot findings as organisations implement and test the model in real-world practice

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