Tie bonuses into that critical goal rather than one that is traditional. Make sure employees goals are attainable Most people tend to set goals that are too high and this leads to employee frustration and demotivation over time, which kills off the value of setting goals. There are a number of reasons that you might want to consider paying year-end bonuses to your workers. It is legitimate not to be able to give bonuses every year. If you did not make a profit, for example, bonuses are inappropriate.
Bonuses are a tool for attracting and keeping good employees.
If you are concerned about losing someone to the competition you should factor that into your decision. Employees will discuss bonuses, and paying inequitably will generate strife or potentially lawsuits. When you deliver bonuses, be sure you explain the reasons for them. When you deliver bonuses, make it clear that a bonus is an extra that may not always be available. As nicely as possible, drive home the fact that you are rewarding them for this year's accomplishments and that bonuses are available based on the company's performance this year only.