A bonus can take different forms.
IKEA, for example, likes to reward its employees – or “co-workers” – with an investment in their future by boosting their superannuation savings. Last year it paid $2299 each into the super funds of its 2700 Australian workers irrespective of their position or salary.
IKEA’s bonus system, known as Tack!, was set up by its founder, Ingvar Kamprad, who wanted to show his gratitude for the workers’ loyalty and contribution.
IKEA paid around $150 million into the super funds of co-workers globally in 2016. All up it has given $595 million to 163,600 co-workers in 28 countries since it started Tack! three years ago.
Other forms of bonuses include an annual lump sum payment, shares in the company or products.
“Tack! is the Swedish way to say thank you. Every co-worker is important for our success and continued growth,” says Richard Harries, HR manager, IKEA Australia.
“We treat each other fairly and provide our co-workers with equal opportunities, regardless of their gender, age, religion, sexual identity, physical ability, ethnicity or any other dimension of their identity.”
Harries says diversity and inclusion are important for IKEA. “IKEA globally has a target of 50:50 female/male in leadership roles,” he says. “As a total head count, here in Australia we are proud that our workforce is currently 53% female and 47% male.”
Tack! pays employees from their first full year of service but the cumulative amount doesn’t go into their super until they have been with the group for five years. Part-time workers are paid the bonus on a pro rata basis.