When I talk in my courses about rewards, I always like to recall a support request I received from a Spanish customer. This software company was facing considerable problems regarding the size of the user stories. After some consultancy with the teams affected, what came out was shocking: in order to increase the performance of the Scrum teams, the company’s management had attached a bonus to each sprint goal.
The effect on the teams was terrible, as the Scrum teams focused on getting the reward, and not on meeting the sprint goal! Because of this bonus system, at sprint planning only small, cristal-clear user stories with detailed requirements were accepted by the Scrum teams…
Jürgen Appelo defined 6 excellent rules for rewards, and, even if I take stock in all of them, especially the last one, Reward peers, not subordinates, gives a very different perspective to this subject.
More information about Rewards : https://management30.com/modules/rewards-incentives/
My personal advice to any enterprise seeking to get the best out of their knowledge workers is, avoid monetary rewards by integrating the yearly bonus in the regular salary. After that, make sure your employees’ salary matches their market value, so that money is not an issue anymore. Last but not least, be bold and give Bonusy a try…who knows, you might get a pleasant surprise!