Your bonus sucked. Now what?

At year-end, you expected to receive recognition and reward for your hard work throughout the year. Then reality hit and you were sadly disappointed. Was the disconnect you or them?

How can we respond when we don’t get the outcome we expect? Should we begin reading tea leaves to interpret the signs and hidden implications? Is someone (our boss, the company, the universe…) trying to send us a message?

The short answer is, YES!  This is an opportunity to do a review, both internally and externally, to make sure that you are in the right place for you. While not getting compensated can be painful, staying in a dead-end job will have longer term negative implications. Don’t you deserve to find meaningful work where you feel appreciated?

Here are some questions to help you gain more clarity on whether you are in the right place professionally and determine what actions you can take to help you feel more in control of your destiny.

• WHAT do you think caused the low bonus? Did everyone in the company have a similar financial outcome or were you singled out? Gather some information from peers and look at your industry as a whole. How did this year’s bonus compare to last years and your colleagues? Incentive compensation structures are often based on multiple factors – individual, department and company performance, as well as market and overall industry growth. Did any corporate events (like a merger or acquisition) create uncertainty? It can be frustrating, but we may not be recognized during amazing years where we outperform when company financials are down. That’s the way the cookie crumbles, and it’s important to know the specific circumstances of your situation to determine your next steps.  
• HOW were you impacted and treated overall? What communication and feedback did you receive? Were there other types of recognition for your efforts? Did you only receive a standard annual increase or were there other factors coming into play (for instance you transferred departments or joined the company recently)? Did you receive specific input on your performance and an explanation of the overall compensation rationale?

Most importantly, once the emotional impact has passed, what do you need to do now? How do you need to position yourself? Are there actions you could have or should be taking now to raise your visibility (either in your department, company or more broadly in your industry)? To get promoted, new rules and requirements often come into play that may not be explicitly communicated. Do you know what is required to achieve what you want? Have you cultivated the right relationships and are you getting honest feedback about how you are being perceived? Do you think you are you in the right place or do you need to start considering other roles, companies, industries?  

HELPFUL HINT: Connect with your gut instincts here and listen to any feelings coming up around this, even if they don’t seem rational. DO NOT IGNORE YOUR BODY! Listen to your head and heart to see what messages they have for you. Often our body sends us early warning signs when something is not right (for instance, tension headaches, nausea or upset stomach are all examples of ways we know that something is off). If you are still unsure, get some outside input from trusted sources to provide additional perspective.

• WHY would it make sense for you stay and why might you need to leave where you are now if you don’t feel appreciated? Identify what may be keeping you stuck and where you feel fear. Do you need to speak up and ask for a raise and does that scare the sh*t out of you? Are being taken advantage of, but you aren’t ready to start a job search? Only you will know the answer to these questions, but make sure you are clear on what you are doing and why.  Assess whether you need to focus internally (on communication and improving relationships where you are or exploring other departments) or externally (outside your company or industry).  Some questions to ask yourself: are you using your true talents? Could you switch positions or is the culture not a fit (another company or industry might be better). Understanding your own personal situation and needs will also help you to assess how to take action. 
• WHEN do you want to see results? What time frame are you working towards and how urgent is your need to make a change? From here, plan the actions you will need to take and set clear timelines with target goals for the next 3, 6, 9 or 12 months to make progress. Any change often takes longer than we expect, so keep that in mind as you develop your plan.
• WHERE should you position yourself for the best opportunities? Would attending more networking groups or building relationships within your company and industry help? Are you physically in the right location for the work you want to do? Should you raise your online presence and visibility through social media such as LinkedIn, Twitter or other relevant industry forums?
• WHO can help you? What kind of support do you need, and do you know others who can help you find it? Are there resources you can use to gather insight online? For example, do you need more information about other roles, salaries or different companies. Can friends or colleagues who may be familiar with your strengths give you feedback or insight on your current situation? Do you need additional assistance in developing your overall positioning or updating your LinkedIn profile?  Working with a mentor, resume writer or coach can provide support, suggestions and ongoing accountability.

Evaluating any type of professional change, whether pursuing more money where you are, switching companies or roles or getting to the next level within your organization can be challenging. Career development requires thoughtfulness and grit!  Get clear on what you need and stay the course through steady actions and follow-through to make progress over time. For support and accountability, consider working with a coach or enlisting close friends or family as resources.  

Like preparing for a marathon, having the right mindset, support team and accountability can make all the difference in your performance. Assessing where you are now and what you need to get where you want to go will help you clarify where you are getting stuck. Reach out to get the support you need to make the right changes you need for your future!

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Lenore Kantor is a growth consultant and leadership coach. At Launch Warrior, Lenore helps companies and individuals do the inner, outer and interpersonal work needed to change and grow into their leadership.