Flincs

Bonus System

Available to: Owner only

The bonus system distributes a revenue-based team bonus among employees. When your business hits a revenue target, a percentage of the revenue goes into a bonus pool that's split across the team.

How it works

The bonus has three parts:

  1. Revenue threshold -- a minimum monthly net revenue that must be reached before any bonus is paid
  2. Bonus percentage -- what percentage of the actual revenue goes into the bonus pool
  3. Distribution components -- how the pool is split among employees

If monthly revenue is below the threshold, no bonus is paid. If it meets or exceeds the threshold, the bonus pool is calculated and distributed.

Setting up the bonus

Step 1: Configure the threshold and percentage

  1. Go to Bonus in the sidebar (Finance section)
  2. Set the Minimum revenue threshold (net revenue in euros)
  3. Set the Bonus percentage -- the share of actual revenue that becomes the bonus pool

Example: Threshold = 50,000 EUR, Bonus percentage = 2%. If monthly revenue is 60,000 EUR, the bonus pool is 60,000 x 2% = 1,200 EUR.

Step 2: Define distribution components

Components determine how the bonus pool is split. Each component has a name and a weight.

Default example:

  • Loyalty -- weight 40%
  • Actual Hours -- weight 60%

Weights must add up to 100%.

You can add, edit, or remove components to fit your business. Common ideas:

  • Hours worked (rewards people who put in more time)
  • Seniority/loyalty (rewards long-term employees)
  • Performance ratings (if you track them externally)

Step 3: Enter monthly revenue

Each month, enter the actual revenue figure:

  1. Go to the Bonus page
  2. Navigate to the correct month
  3. Enter the Monthly revenue (net, in euros)
  4. The system calculates the bonus pool and distributes it

Distribution calculation

The bonus pool is split based on component weights. For each component, employees are scored, and the bonus is divided proportionally.

Example

Bonus pool: 1,200 EUR Components: Loyalty (40%), Actual Hours (60%)

Loyalty portion: 1,200 x 40% = 480 EUR, split equally among eligible employees (or based on tenure).

Actual Hours portion: 1,200 x 60% = 720 EUR, split proportionally based on each employee's worked hours.

If Employee A worked 160 hours and Employee B worked 120 hours out of a total 280 hours:

  • Employee A gets 720 x (160/280) = 411 EUR
  • Employee B gets 720 x (120/280) = 309 EUR

Viewing the breakdown

The Bonus page shows:

  • Whether the threshold was met
  • The total bonus pool
  • Per-employee breakdown showing each component's contribution
  • The total bonus per employee

This information also appears in the Revenue Bonus column on the Salary Overview page.

Months with no bonus

If revenue falls below the threshold, the bonus page shows the shortfall. No bonus is calculated or distributed for that month.

Changing configuration mid-year

If you change the threshold, percentage, or components, it affects future months. Past months that were already calculated are not retroactively changed.

Tip: Set a realistic threshold. If the bonus is never achievable, it won't motivate anyone. If it's always achieved easily, it becomes an expected cost rather than an incentive.