You must write about:

·  reasons the current plan needs improvements

·  benefits you have now

·  benefits that should be introduced

Write 180-200 words. 

The current plan primarily relies on monetary rewards, which can only provide short-term motivation. Employees need more than just financial incentives to stay motivated and engaged in their work.

What I suggest is flexible work hours or remote work options that can improve work-life balance.

We should also try to provide professional development opportunities, and introduce training programs, workshops, and educational courses that can help employees to upskill, and increase their loyalty to the company.

 It might be a good idea to promote physical and mental well-being perks, such as gym memberships, mental health resources, and stress management programs. What this program does is create a healthier and happier workforce.

By incorporating non-material benefits into our incentive plan, we can increase employee motivation, and attract new talent.

The proposal is intended to give recommendations on motivating the company employees to improve their skills level.

Currently we have a huge employees pool. Every employee has own seniority level and English level.  We now have a lot of benefits for employees extra-miles such as badges, merchandize, recognition webinars and perks from company.  But despite of this, our statistics shows that 60% of all employees have the same level as two years ago at least for one of aspect. One of the reasons why our employees don’t growth their title levels is that there are no clear and strict guides for self-development. 

It is full understandable and clear purposes of self-education that can be a huge incentive for employees. I suggest creating articles, videos and other materials which give a broad list of possible purposes for an employee. It can be company, career or even personal related goals. It might be a good idea to organize townhalls or webinars that describe benefits of self-development in different aspects and in the long run. What we should do is offer new benefits for great results of self-development. What I propose here is additional vacation day or resources for personal projects. I also recommend us to give a clear salary growth based on the title level.

Taking all of this into account, my recommendations make self-development process more clear and attractive.

 

I am writing this proposal to suggest the implementation of a new and improved incentive plan that will enhance employee performance and serve as a powerful tool for attracting new talent to our organization. After careful evaluation of our current plan, it has become evident that several improvements are necessary to align with modern practices and effectively motivate our workforce.

 

Currently, our incentive plan primarily relies on material benefits, such as monetary rewards, which may not always fit with every individual. To fulfill this gap, it is crucial to introduce a more comprehensive approach that includes non-material benefits for well-being of our employees.

 

Our statistics show that while our employees value the existing benefits, such as competitive salaries and performance bonuses, they also seek a positive work culture, professional development opportunities, and a healthy work-life balance. By matching these elements into our incentive plan, we can foster a supportive environment where employees feel valued, motivated, and empowered to perform at their best.

 

What I suggest is an incentive plan that combines both material and non-material benefits. It might be a good idea to introduce initiatives such as flexible work schedules, employee recognition programs, mentorship opportunities, and additional training programs. These initiatives will not only enhance employee satisfaction but also promote loyalty and productivity.

 

In conclusion, our current incentive plan requires improvements to align with the changing needs and preferences of our employees. By mixing non-material benefits into our incentive plan, we can effectively improve employee performance, boost morale, and attract new talent to our organization. I believe that implementing this enhanced incentive plan will create a more engaged and motivated workforce, ultimately contributing to the long-term success of our company.

 
Best Regards,
Arusyak

Currently we offer a standard incentive scheme with annual bonus, depending on results and feedback campaign, and several non-material benefits such as health insurance, different online trainings and remote work opportunities. The reason why a new scheme is needed is that according to the latest research, nowadays employees are motivated more by work-and-life balance rather than by money, as well as wide range of rewards and benefits for employees were already introduced by our main competitors in the market. That’s why it’s too important to follow the newest market tendencies and create more effective incentive plan. 

What I suggest is to allow our employees to work not only from home, but also from another countries. For example, we can offer 90 days of remote work from anywhere per year. We should also try to reduce working hours for summertime, as an option we can have short Fridays during the summer period. I recommend paying attention to the recognition of our employees as well. It might be a good idea to reward top performers of each department quarterly. What I recommend is also having team’s monthly lunches in the restaurant paid by the company.

Taking all this into account, what I propose here is to enrich our incentive scheme with some non-material benefits, as well as with regular rewards. It would have a positive effect on employees’ performance and mental health and also attract new people to the company.

At this moment EPAM Montenegro provides a few kinds of benefits. The first one is 4 sick days in a year without any medical certificates. Taking all things into account related to medicine in Montenegro employees really appreciate this benefit. And the second one is private medical insurance which is not as useful as looks from the first slight. The reason why it is not so useful is that the insurance company cooperates mostly with the clinics in the capital, but our employees prefer to live in small towns and villages. It's not so comfortable to go to the capital each time when you need to visit a doctor.

What I suggest is either to find an insurance company with a bigger list of clinics (not only in the capital) or provide a budget for all employees that would cover their medical expenses for private doctors. The second option is more flexible and comfortable. Also, I highly recommend providing our employees with Montenegrin language lessons. The reason why is so important is that our employees don't assimilate and do consider this location as temporary. As a result, the Montenegrin legal entity can lose these employees in the next few years. I hope that these lessons can have a positive influence to stay here and feel each self like home. And the last recommendation is to allocate a budget for sports activities like gym membership and etc.

Taking all things into account, what I propose here is a enrich our incentive and benefit scheme in terms of providing better medical insurance, learning the local language, and covering expenses for sports activities.

One of the reasons why the current incentive plan requires
improvements is its inadequate effectiveness in motivating employees. Our statistics show a
decline in performance and a decrease in employee satisfaction. 

Currently,
our company offers material incentives based on individual performance, which
provides a level of motivation. However, this alone is not sufficient to drive
long-term engagement.

I recommend
implementing a comprehensive non-material benefits package. This package could
include flexible working hours, professional development opportunities, and a
supportive work environment. These benefits will contribute to job satisfaction
of employees and increase productivity.

What I
propose here is the introduction of a recognition and rewards program that
acknowledges outstanding performance. This program can include regular employee
recognition events, such as "Employee of the Month" awards, and
personalized appreciation from managers. 

Taking all
of this into account, I suggest revising our current incentive plan to
incorporate both material and non-material benefits. We should also try to
create a culture of continuous feedback and open communication, allowing
employees to contribute their ideas and suggestions for further improvements.
By implementing these recommendations, we can create a more engaging work
environment.

I’m writing to touch base on discussing a new incentive plan for our company. As you know our company come across as a trustworthy and competitive and has a good reputation among contractors. Our strong point is that we acknowledge our employees’ achievements and recognize their hard work. 

Last month there were a range of meetings with our employees to give feedback on their performance. What we discussed more was motivation at work. We tried to find out what incentives or benefits would help our employees stay motivated. What the results showed was that just praise is not enough any longer. I assume that annual bonuses and some perks become crucial for the team. 

I suggest that we should discuss what benefits can be introduced to the team. It might be a good idea to make a list of all available benefits and introduce them on our regular top management call next week. The person who should come up with the presentation is HR. I also recommend including free childcare for preschool children of employees. I believe it is a popular perk.

Hopefully, these innovations will give a real sense of fulfilment for our team and make all the difference to their performance. 

See you next week. Thanks!

Currently, the main focus in the present incentive plan is providing material benefits such as an annual bonus or performance-based incentives. One reason to enhance the incentive initiative is that our internal survey, inspired by the latest research in corporate motivation, has provided data indicating that employees can be more motivated by non-material benefits. It suggests that employees might be much more motivated if they have access to non-material benefits, such as extended medical insurance or business language courses.

What I suggest is that we organise a new internal survey and gather ideas for possible non-material benefits that our employees find useful. After analyzing the survey results and obtaining approval from the management team, we can proceed with implementing new incentives and gather final feedback. Additionally, we should consider offering a platform for employees to make public visible suggestions with anonymous voting once a year, in order to stay connected with our employees.

Taking all of this into account, I propose enhancing our incentive initiative with new non-material benefits available for our employees.