Anonymous wrote:

Anonymous wrote:

Anonymous wrote:We had a department wide meeting where it was announced Teams A, B, and D made their goal. The team leader gets XYZ bonus and each team member gets ABC bonus. These amounts are fixed and we all know the dollar number attached to these incentives. I am the leader of team A. The leader of Team D publicly announced he is splitting his personal bonus among the team to sweeten everyones package. The leader of Team B and myself left the meeting kind of annoyed because now we feel in the hot seat. We both talked in the elevator and both mentioned we needed/wanted our bonuses for Christmas and won't be following Team D leaders idea. Well the next day I learn leader B did indeed split his bonus. He did "count himself in" so it was slightly lower extra amount than team D but still doubles the members bonuses. I now HAVE to do this right? Ive been a team leader for 8 years and gotten the bonus 6 of them and no one has ever done this before this year. Leader D is a new employee and has a high earning spouse and this is her "fun" job and I just dont think take home makes a huge difference to her. Leader B confided in me he felt like he had to follow the office trend or else his team members would try and switch teams in 2018 when a new project permitted. I agree with that sentiment but still feel resentful. Ugh. I know what I have to do but it just kinda stings.

This is so incredibly sexist that I don't think any advice to you would help you with your team or your peers.

I don't find this sexist, but very wrong.
You reward the employee for their work... if they are a high performer, they should get compensated appropriately. Not based on what other financial factors they have.
What if they were independently wealthy? Does that mean that they should work for free?
What if it were you? No bonus because you had money... but others get it.

In this case, the person with personal wealth is actually the one giving away money. OP isn't saying that Leader D doesn't deserve a bonus. OP is saying that Leader D has a flexibility that the other Leaders do not. That seems like a totally fine thing to note, particularly as Leader D is using her relative wealth to (potentially) poach team members from other Leaders, which is not really how a well-functioning workplace should function.

I am willing to guess she didn't get this approved before the meeting. I agree with PP above, check with HR as to whether this is OK before you decide anything. You may may not have to do a thing if the new colleague has to retract her offer. Though then she'll probably give it to them under the table anyway to save face.

Do you and the Team B & D leaders all report to the same person? I'd be really having a conversation about whether this is right. I can't imagine someone at my company deciding to split their 6 figure sales incentive with the team that supports them when those folks get their own (albeit smaller) bonuses for their contributions to the success of the team.

I would think that would be seen as an issue in terms of the pay for performance agreements and policies of your company.

Anonymous wrote:

Anonymous wrote:We had a department wide meeting where it was announced Teams A, B, and D made their goal. The team leader gets XYZ bonus and each team member gets ABC bonus. These amounts are fixed and we all know the dollar number attached to these incentives. I am the leader of team A. The leader of Team D publicly announced he is splitting his personal bonus among the team to sweeten everyones package. The leader of Team B and myself left the meeting kind of annoyed because now we feel in the hot seat. We both talked in the elevator and both mentioned we needed/wanted our bonuses for Christmas and won't be following Team D leaders idea. Well the next day I learn leader B did indeed split his bonus. He did "count himself in" so it was slightly lower extra amount than team D but still doubles the members bonuses. I now HAVE to do this right? Ive been a team leader for 8 years and gotten the bonus 6 of them and no one has ever done this before this year. Leader D is a new employee and has a high earning spouse and this is her "fun" job and I just dont think take home makes a huge difference to her. Leader B confided in me he felt like he had to follow the office trend or else his team members would try and switch teams in 2018 when a new project permitted. I agree with that sentiment but still feel resentful. Ugh. I know what I have to do but it just kinda stings.

This is so incredibly sexist that I don't think any advice to you would help you with your team or your peers.

I don't find this sexist, but very wrong.
You reward the employee for their work... if they are a high performer, they should get compensated appropriately. Not based on what other financial factors they have.
What if they were independently wealthy? Does that mean that they should work for free?
What if it were you? No bonus because you had money... but others get it.

Anonymous wrote:

Anonymous wrote:I would check with HR on this. Basically this lead is paying people an extra bonus out of her pocket on top of what the company is paying. That’s not ok.

This. Is what she’s doing even allowed?

Yeah this seems questionable. I'd check with HR.

how do the taxes work?

Anonymous wrote:

Anonymous wrote:I would not split it. What happens next year? Your team is not expecting this and most likely thinks it’s generous, but misguided.

No. They are pissed they aren't on the other team.

If OP actually loses people to the other team in the coming months, then it's time for her to look for a new job, where she gets to keep her bonus without losing team members.

Anonymous wrote:I would check with HR on this. Basically this lead is paying people an extra bonus out of her pocket on top of what the company is paying. That’s not ok.

This. Is what she’s doing even allowed?

I would check with HR on this. Basically this lead is paying people an extra bonus out of her pocket on top of what the company is paying. That’s not ok.

Anonymous wrote:I would not split it. What happens next year? Your team is not expecting this and most likely thinks it’s generous, but misguided.

No. They are pissed they aren't on the other team.

I would not split it. What happens next year? Your team is not expecting this and most likely thinks it’s generous, but misguided.

Anonymous wrote:

Anonymous wrote:We had a department wide meeting where it was announced Teams A, B, and D made their goal. The team leader gets XYZ bonus and each team member gets ABC bonus. These amounts are fixed and we all know the dollar number attached to these incentives. I am the leader of team A. The leader of Team D publicly announced he is splitting his personal bonus among the team to sweeten everyones package. The leader of Team B and myself left the meeting kind of annoyed because now we feel in the hot seat. We both talked in the elevator and both mentioned we needed/wanted our bonuses for Christmas and won't be following Team D leaders idea. Well the next day I learn leader B did indeed split his bonus. He did "count himself in" so it was slightly lower extra amount than team D but still doubles the members bonuses. I now HAVE to do this right? Ive been a team leader for 8 years and gotten the bonus 6 of them and no one has ever done this before this year. Leader D is a new employee and has a high earning spouse and this is her "fun" job and I just dont think take home makes a huge difference to her. Leader B confided in me he felt like he had to follow the office trend or else his team members would try and switch teams in 2018 when a new project permitted. I agree with that sentiment but still feel resentful. Ugh. I know what I have to do but it just kinda stings.

This is so incredibly sexist that I don't think any advice to you would help you with your team or your peers.

RELAX> OP isn't stating this publicly. Shes just mentioned that that person has a higher income and can do generous things like that. Its not sexist. If she was saying "my co worker shouldn't make as much m money as me because her husband makes lots of money" THEN THAT would be very sexist. Shes just saying that its harder for her to split personal money.

Yes. You have to split it.

Anonymous wrote:We had a department wide meeting where it was announced Teams A, B, and D made their goal. The team leader gets XYZ bonus and each team member gets ABC bonus. These amounts are fixed and we all know the dollar number attached to these incentives. I am the leader of team A. The leader of Team D publicly announced he is splitting his personal bonus among the team to sweeten everyones package. The leader of Team B and myself left the meeting kind of annoyed because now we feel in the hot seat. We both talked in the elevator and both mentioned we needed/wanted our bonuses for Christmas and won't be following Team D leaders idea. Well the next day I learn leader B did indeed split his bonus. He did "count himself in" so it was slightly lower extra amount than team D but still doubles the members bonuses. I now HAVE to do this right? Ive been a team leader for 8 years and gotten the bonus 6 of them and no one has ever done this before this year. Leader D is a new employee and has a high earning spouse and this is her "fun" job and I just dont think take home makes a huge difference to her. Leader B confided in me he felt like he had to follow the office trend or else his team members would try and switch teams in 2018 when a new project permitted. I agree with that sentiment but still feel resentful. Ugh. I know what I have to do but it just kinda stings.

This is so incredibly sexist that I don't think any advice to you would help you with your team or your peers.

We had a department wide meeting where it was announced Teams A, B, and D made their goal. The team leader gets XYZ bonus and each team member gets ABC bonus. These amounts are fixed and we all know the dollar number attached to these incentives. I am the leader of team A. The leader of Team D publicly announced he is splitting his personal bonus among the team to sweeten everyones package. The leader of Team B and myself left the meeting kind of annoyed because now we feel in the hot seat. We both talked in the elevator and both mentioned we needed/wanted our bonuses for Christmas and won't be following Team D leaders idea. Well the next day I learn leader B did indeed split his bonus. He did "count himself in" so it was slightly lower extra amount than team D but still doubles the members bonuses. I now HAVE to do this right? Ive been a team leader for 8 years and gotten the bonus 6 of them and no one has ever done this before this year. Leader D is a new employee and has a high earning spouse and this is her "fun" job and I just dont think take home makes a huge difference to her. Leader B confided in me he felt like he had to follow the office trend or else his team members would try and switch teams in 2018 when a new project permitted. I agree with that sentiment but still feel resentful. Ugh. I know what I have to do but it just kinda stings.