“Research shows that bonus generally have little impact on effort and performance”, it says in a note after the leading group in Helsebygg in 2006 discussed measures to keep employees out construction phase 2 during the construction of St. Olav’s Hospital.
The note was marked “Attention: Confidential” and is among the documents Sunnmørsposten has disclosed concerning bonuses during the construction of St. Olav in Trondheim.
The project was divided into three construction phases . The first phase was allocated 15 million for bonuses.
According to the note had not these not had the desired effect: “Motivation can be stimulated, not bought. (…) The scheme has generally had relatively little impact on the individual’s choice, and especially for employees in critical functions . “
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After the note was written was allocated another 30 million. to various bonus schemes up to 2013.
– what they’ve written, I could told them before they began. And they continued afterwards is a bit odd, says Professor Bård Kuvaas BI.
Although he understands the need to ensure that employees are in a temporary position, he believes there are better options. Bonuses may on the contrary be counterproductive:
– You can risk that they will remain for the wrong reasons. That they are to get the bonus and not to do a good job, he says.
In particular individual bonuses may have negative consequences for work performance and work climate, according to the researcher. In Helsebygg was in addition to collective bonuses made some special agreements for people to “critical” functions. – It is dangerous to have individual bonuses in projects where one is dependent on several cooperating, says Kuvaas.
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