Human Resources Manager at XYZ Industries

Memo 1: Positive Message

Assignment: As the Human Resources Manager at XYZ Industries, Inc., it is your pleasure to announce the addition of annual performance-based bonuses for mid-level managers and above. These bonuses will require annual performance reviews to discern the amount of the bonus. Draft a memo explaining this scenario to this specific group of employees.

The format of your memo tells your employees a lot about your sensitivity and professionalism. Since you do not want to upset any employees unnecessarily, you should also be conscious of your wording when explaining culturally-sensitive subjects. Pay particular attention to your memo’s margins, line spacing, font type and size, and placement of memo parts such as the addressees, subject line, and body.

Address the memo to all mid-level managers and above at your company.

Recommended Organization

Header: Begin your memo with the four standard memo heads (Date, To, From, Subject).

Body/Discussion: In the first paragraph of the body, start off with the good news. Memos do not begin with greetings or salutations. Explain what factors could have contributed to this new development (i.e. increased sales, raising stock price, etc.) and why the decision was made to reward employees with the surplus funds.

The second paragraph is where you explain the new process that the employees can expect. Outline the way that reviews will be handled, and by whom. Feel free to be creative (yet somewhat realistic) when outlining how the performance scores will translate into bonuses (i.e. tier system, seniority, contribution value).

In the third paragraph, be sure to validate any anticipated concerns employees may have about this adjustment. Explain the greater benefit in the long-term this decision provides and conclude your memo by indicating how the reader may contact you if he/she has any questions. In general, this section should be “short & sweet,” making sure that the employees know what is expected of them

Answer preview

Considering that the efforts made by each one of you may vary, the objective is ensuring that every bonus given matches an individual’s input. As emphasized by McPhie and Sapin (2006), enhancing fairness and transparency is essential; hence, the annual performance reviews will be used to award these bonuses. In collaboration with the human resource team, we will be awarding the bonuses using the contribution value approach, which will be more personalized. Considering the profit generated per full-time equivalent of every employee is the performance metrics that will determine the amount of bonus that this target group deserves.

Due to seniority concerns as a bonus implementation approach, the management found it wise to consider applying the performance-based method since this enhances accountability. The data derived from the annual performance reviews enables the management to identify genuine performance improvement (McPhie, & Sapin, 2006). Therefore, it is worth noting the long-term benefit of using this rewarding system,

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