After some time has passed since the introduction of new conditions, check how effective they are. If the deprivation of bonuses has never been applied to employees, this is an alarm bell. The reason may be precisely that the rules are ignored, employees do not bear any punishment for their violations, and the new work scheme that you so diligently developed and implemented is only formal.
Or subordinates are so involved that las vegas email list they automatically perform their duties perfectly. This is not as good as you might think. In essence, it turns out that there is no development, no movement forward in the company, you are standing still.
Tracking the development process
It is impossible to do without depriving employees of bonuses if you regularly raise the bar for them. In order to develop successfully, it is necessary to constantly change the conditions, each time making the level of requirements higher and higher. Employees manage to cope with the new regulations to a large extent thanks to the system of penalties for errors. The requirements are raised again as soon as they are achieved. This is the process of development of the company, as well as each specialist working in it.
There is a special algorithm for implementing employee bonus deprivation, when applying which it is important that the employee fully understands his mistake and practically assigns himself a punishment.
As soon as a violation occurs, it is necessary to immediately thoroughly understand what exactly happened and why.
If during the investigation the employee admits his guilt, ask him directly: “Do you agree to impose a bonus reduction on yourself?”
If the answer is positive, you need to ask the subordinate to say something like this out loud: "I believe that the situation was analyzed completely correctly, the conclusions were also correct, so I am depriving myself of a bonus, it is fair." It is desirable that the phrase be constructed in this way. The point is that a person who does not agree with the punishment and is simply waiting for the end of an unpleasant conversation will pronounce such words with great difficulty or will refuse to pronounce them at all. This approach will show the employee that part of his money is not taken away for no reason, it is his fault.
In case of refusal, it is necessary to find out the reason: it is possible that the boss does not know everything. Then the situation should be considered taking into account the newly discovered circumstances.