We had more that we wanted to award than Target allowed, so we were really trying to be as fair as possible. We at attendance, metrics, etc . . . to make the final decisions.
Concur. There is a business benefit to providing different bonus amounts to individuals based on their performance metrics.
There is even more of a business benefit to providing at least a token modest amount of bonus money for the "non-rock-star" hourly TMs.
If indeed it's accurate that only the top 20% receive the bonus, that's not going to motivate the other 80%. When the bonus plan was announced that top 20% only limit was not mentioned.
This does not need to be a one-size-fits-all bonus. This is not about what some people call "equity"
Management should offer their best bonuses to their best performers.
A modest $50 bonus for the other 80% could make the difference for developing the skills and performance and loyalty of your current TMs,