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Why you need performance transparency in bonus programs

When bonuses are hidden, resentment builds. When they're visible, performance improves.

Ever had a top performer quit because “everyone gets the same bonus no matter what”?
That’s what happens when bonus programs aren’t transparent.

If your field team doesn’t know:

  • How bonuses are earned
  • How they’re calculated
  • How others are doing
...then you don’t have a performance incentive.
You have a morale problem waiting to happen.

The Danger of Hidden or Flat Bonuses

  1. High performers feel invisible
    “Why am I hustling when the guy next to me gets the same?”
    Flat or secretive bonuses send the wrong message.

  2. Low performers don’t get feedback
    If they’re not meeting expectations but still getting paid, they assume they’re doing fine.

  3. Managers lose coaching leverage
    If you can’t point to real numbers, you’re arguing over opinions.

What Transparency Actually Looks Like

Protiv makes performance clear at every step:

  • ProPays show how each job went and what the bonus potential was
  • ProPay Efficiency is a score that shows how close a worker got to their maximum bonus—like a performance scorecard
  • Bonus Statements summarize payouts—who earned what and why
No mystery.
No confusion.
Just numbers that guide behavior.

What Happens When You Make Bonuses Transparent

  • Top performers thrive: they know their efforts are seen and rewarded
  • Mediocre workers level up: they can compare themselves and self-correct
  • Managers coach more effectively: no more “he said / she said,” just data
  • Team culture improves: no secrets, no guessing, no resentment

How to Roll It Out Without Chaos

  1. Start by showing ProPay performance privately
    • Let each worker see their own Efficiency and RPH first
    • Give them a chance to get familiar before sharing team-wide

  2. Introduce team-wide visibility gradually
    • Weekly reviews of top ProPays (no public shaming)
    • Celebrate improvement, not just the top of the leaderboard

  2. Normalize coaching conversations
    • “This job hit 72% efficiency—$80 bonus potential, but only $58 was earned. What do you think happened?”
    • Keep it curious, not punitive

Want to see this in action?

Check out your Bonus Statements or Team Efficiency Reports (coming soon!)in Protiv to start the conversation with your crew.