why didn’t I get a bonus this year?
by Alison Greenon December 26, 2012
A reader writes:
For the last two years, I have received year-end bonuses (second year was larger than the first) for my work. After thanking my boss for them, each time he has said, “You deserve a lot more and hopefully next year’s will be larger.”
Now, I never expect a bonus, but this year we went through a merger, and as his assistant, I did all of the re-papering of accounts (greater than 300 accounts with 5 pages of paperwork each on average) and other administrative tasks for the merger, on top of general day-to-day operations not related to the merger (sales and customer relations are the two drivers of this business). Without my help, he would have been out of business for at least a month, and 2-3 months in a worst case scenario. Due to my efforts in preparing, we were “dead in the water” for less than 2 weeks after the merger took place.
Even with the hassles of a merger, we grew the business by 15% this year. I am a critical part of his business model as I assist, but also consult him on marketing and business strategies. I’m a “jack of all trades” in the office, if you will. This year I did not receive a bonus, even though the business produced more profits than either of the last two years.
Should I take this as a sign that my work is no longer appreciated? It’s worth noting that my pay is tied to gross revenue (not salaried), but revenues have grown every year I’ve worked for him and I still received a bonus in spite of my “base” growth. I don’t want to ask if I’ve done anything wrong because I don’t want to seem selfish… but I do feel a little under-appreciated considering the amount of effort I’ve put in this year comparable to other years.
Ask.
You can ask without seeming like you feel entitled to a bonus, and you really should, because you’re reading a lot into it that might not be there.
Say something like this: “I know we’ve typically done end-of-year bonuses, but I haven’t heard anything about them this year. I don’t want to sound as if I think they’re automatic, because I understand that they’re not — but I also want to understand whether there’s anything about my work that might have resulted in me not getting one this year, or whether there are other factors at play.”
If you’d only ever received a bonus once, I wouldn’t suggest saying this; in that case, it might have been a one-time thing and you shouldn’t assume it was something that might happen regularly. But because you’ve received one two years in a row, and especially because each time your boss referred to “next year’s,” it’s reasonable to inquire.
When you raise this, however, make sure that you’re doing so with the understanding that bonuses truly are bonuses; they’re not an expected part of your compensation unless you have an explicit arrangement to that effect. There are many reasons unrelated to your performance that a company might not give them out, even when they have previously (especially in the case of a merger; there may now simply be different practices), so you don’t want to sound as if you feel entitled to one or as if you think it’s a slap in the face that you didn’t get one. And you really shouldn’t feel that way either, at least not before you’ve had a chance to talk to your manager about it.
So just ask, and see what your manager says.
As a seasoned professional with a deep understanding of workplace dynamics and organizational behavior, I can confidently address the concerns raised in the article titled "Why Didn't I Get a Bonus This Year?" by Alison Green, dated December 26, 2012.
The individual in question is grappling with the absence of a year-end bonus despite receiving one in the previous two years. The key issue revolves around the recent merger the company underwent, during which the employee played a crucial role in re-papering accounts and managing various administrative tasks. The article suggests that, despite the challenges of the merger, the business experienced a 15% growth, and the employee, serving as a versatile assistant, significantly contributed to the company's success.
The reader is contemplating whether the absence of a bonus indicates a decline in appreciation for their efforts. The dilemma is compounded by the fact that their compensation is tied to gross revenue, and bonuses were received in previous years despite consistent revenue growth.
Alison Green provides valuable advice on how to approach this situation. She recommends initiating a conversation with the manager to seek clarification on the bonus issue without coming across as entitled. The suggested dialogue involves expressing awareness that bonuses are not guaranteed, acknowledging the lack of information about this year's bonuses, and seeking insight into whether there are specific reasons, including performance-related factors, for not receiving a bonus.
Furthermore, Green emphasizes the importance of recognizing that bonuses are discretionary and not guaranteed components of compensation, unless explicitly stated in an agreement. She advises against assuming entitlement to a bonus and highlights that various factors, such as changes in company practices post-merger, could influence bonus decisions.
In summary, the article provides a nuanced perspective on the delicate matter of year-end bonuses, blending an understanding of organizational norms, communication strategies, and the employee's perspective. It serves as a guide for individuals navigating similar situations, encouraging them to approach the issue with curiosity and professionalism.
