COLOGNE. The bonus payments of the financial groups make Werner Kuster really angry. "It’s pure greed," annoyed the Neuss. Although the 150 employees involved sexton of his garden and landscaping business also at the firm’s success – but with a sense of proportion "to a supervisor, for example, that is extremely thorough and quick, and gets positive feedback from the customers, the sexton, there also like to play one extra payment. "Competition between employees is good," says the head of garden court clerk, who is also president of the Federation of Service Industries.
To generate interest in the success
Powerful financial rewards for employees is often an advantage: the extra payments and increase the interest and motivation of employees in business success. The medium-sized bonuses to work, therefore, in principle, as in large enterprises: After a good year there is extra money.
"Performance-related pay is also medium-usual," says Christian Näser, compensation expert at management consultants Kienbaum. "But the variable components of the levels are much smaller than in large corporations." While the performance-based bonuses make up for groups up to 60 percent of salary, is the variable compensation for medium-sized averaged more than 30 percent.
The middle class is almost automatically ensures that the decisions are not aiming only at short-term success. Kienbaum Näser expert cites a simple reason: "managers who are also the owners of companies are interested in the sustainability of their decisions." Even for firms that are controlled by Fremdgeschäftsführern, eighth, the owner usually rigorous in ensuring that the management of its purpose is not easy money.
Näser advises many small and medium enterprises in the content design. A fixed size ratio, how much more a CEO should earn compared to an ordinary worker, he certainly did not call. "That would be nonsense, especially because the content of the enterprise and hence the degree of responsibility depends," says Näser. The larger the company, the more levels of hierarchy, the more money to manage – this is Näser thumb.
191,000 euros for the boss
A study by Kienbaum compensation from the summer shows this experience: CEO of companies with up to 50 employees and annual sales of more than five million euro per year on average 191,000 euros gross. If the company employs up to 250 employees, there are an average of 245,000 euros for the manager gross. The basic salaries of executive officers at medium-sized higher turnover in 2009 rose an average of 2.6 percent, with smaller companies is around three percent.
This moderate growth of salaries in the mid-chief is in line with the growth of employee compensation. "The salaries have remained the ordinary worker and the manager for years in the same proportion," says Näser. Thus, it is also clear that no social gap opens in the middle. Another reason for moderation: managing partners of private limited companies threatened trouble with the tax office, if it could be suspected behind a huge head of a covert level of profits.
A substantial increase in management salaries was only observed in the DAX companies, says Näser. "Here we have addressed themselves to the salaries and allowances in the United States significantly increased. In the middle is not done."
The employees can look forward to the garden courtyard Küsters Meanwhile across special attentions. Anyone who has long toiled on a project, the head of a company also donated the time, a Paris trip for the whole family – to Disneyland.