The holiday season is here; time for good cheer, glad tidings and all that—and, for those lucky enough to receive them, year-end bonuses. We all know the meaning of the word, bonus. It’s something given or paid over and above what is due, and should not be confused with salary, which is fixed compensation. Therefore, individuals can’t count on bonuses to balance the ledger at the end of the year. My concern is with business owners and executives who don’t know the difference between want and need since, for the most part, their wants and needs were met a long time ago. Let me explain.

The Interclean Show brings together suppliers and marketers of industrial and institutional cleaning products (p. 102). At this year’s gathering, a couple of cleaning service business owners gave attendees tips on how to train and retain employees; something that is especially important in the I&I sector where employee turnover has been a chronic issue. One way to keep turnover rates down, of course, is through increased compensation. That’s a great idea, but I took issue with the speakers’ reward methods.

Rather than give a deserving employee an extra $500 for a job well done, the speakers suggested springing for a $500 gift certificate for massages or another type of non-monetary gift.

“After all,” explained one speaker, “if you give your employee cash, she could end up paying off a heating bill that’s past due, rather than  something she can use on herself.”

Now, I don’t know about you, but when the calendar flips to December, the weather turns cold here in New Jersey. Given the choice of keeping my pipes from freezing or my lower back limber, I’ll go with the former. I think a lot of hard-working people would make the same choice.

When it comes to economic decisions that impact themselves and their families, employees must be given more credit and, when warranted, more cash, too.

Tom Branna
Editorial Director
[email protected]