I'm the manager of a small team: I have one direct. I've been asked to designate the percentage split for our team's share of the bonus pool. I am making the assumption that word will get out how much people's bonuses are. Therefore, I am trying to strike a balance between the actual stated parameters for allocation (performance, contribution to team projects, increased growth in skillset by the employee) and not being THE jerk manager. The true split given the parameters should be 80/20 or even greater, but this is tricky because of course I contribute more to the company than my direct!!
Other performance things: my own is good, getting better, and could be better still. My boss (the owner) does not do performance reviews nor do I have a consultable stack of metrics. I know I can do those metrics on my own but frankly just have not yet.
I am paid very well for the company but poor-to-average for the market/industry/position. My direct has a lot of potential but often does not perform at her pay grade. The danger of over-bonusing is on my mind. Rewarding for average behavior is not something I want to do. Oh, and the company had a downer year, so I'm shocked there are bonuses at all. Clearly they are not profit-related.
Sorry, just a little flummoxed here. Anyone run into this?