How to Make Your Honorary Metrics Go Higher

There is this guy whom you look up to as your “senior” in a company you work in. He has been working in the company for longer than you can imagine. When he retires, he receives a substantial package. Then suddenly, a worker with a shorter employment term retires. To your surprise, he gets a higher retirement bonus. “What is going on?” you think. Unknown to you, the basis for the retirement bonuses are simply honorary metrics.

Before we go any further, we have yet to answer the basic question of, “What is an honorary metric, anyway?” This has something to do with the evaluation by the Human Resources Department of a company of a certain worker, taking into consideration of past and present performance levels, in order to determine whether or not the worker may be entitled to bonuses.

Now, how exactly is eligibility for bonus payments determined? Contrary to a more popular opinion, bonus payments are usually given to those whose performance is one of the best; being a member of the cream of the crop, so to speak. Although retirement benefits have a great dealing with the length of service, bonuses are granted to those whose performance levels are exceptional or of great benefit and advantage to the company.

Metrics for purposes of computing bonuses are taken to have been around since the first time the worker did work in the company. This is because in the world of metrics, everything is subject to measurement, whether tangible or intangible. Performance levels are not exempt from being the subject of metrics.

Basically, what Human Resources does is that they evaluate the performance level of a certain worker who may become candidate of a bonus, from the first day of employment to the present day. This way, the capability and performance of the worker is already taken into direct consideration in the determination of whether or not the worker will be eligible or entitled to receive bonus.

In order to make your metrics for retirement rise, you must start from the very time you started working with the company, if you intend on staying there. This is because the entire performance level of the worker in the company is made a basis for the grant of bonuses. This is meant for the motivation of and the increase in morale of each worker, which would turn out to be a substantial investment on the part of the company.

Only those workers having a good record of working history will most likely be granted the bonus that is so coveted among the members of the company. Thus, the time to start building up your metrics is ideally, during the first time you were first employed. Come to think of it, honorary metrics actually mean that the performance of a worker is taken into consideration and recorded in order to determine whether or not the worker will be entitled to a bonus. It is actually the performance of the worker which has direct dealing as to whether or not metrics will be good or bad.