HR compensation workflow for Tallyfy

Calculate and pay bonuses without disputes or delays

Bonus calculations involve performance data, manager approvals, and payroll processing. When criteria aren't clear or math is wrong, disputes damage trust. This workflow ensures bonuses are calculated correctly, approved properly, and communicated transparently.

7 steps

Import into Tallyfy Preview steps

Human Resources reviews

Run this workflow in Tallyfy

Import this template into Tallyfy and assign HR to define criteria and gather data while managers review calculations and leadership provides final approval

Use Tallyfy's 7-step process to document bonus criteria upfront, collect verified performance data, calculate amounts with double-checked math, and get sign-off before payroll

Track bonus processing in Tallyfy to ensure every employee gets their payment on time with clear communication about exactly how their amount was calculated

Import this template into Tallyfy

Process steps

Incentives

5 days from previous step

task

*insert template* Attach video explaining how the company sets out incentive plans

Bonuses

5 days from previous step

task

*insert template* Attach video explaining how the company sets out bonus plans A bonus is non-guaranteed and usually on-the-spot

Define bonus criteria

1 day from previous step

task

Specify exactly what earns a bonus and how much. Is it based on individual performance, team goals, company results, or some combination? Write it down clearly so there are no surprises. Vague criteria lead to disappointment and arguments. Include thresholds, caps, and timing.

Gather performance data

1 day from previous step

task

Collect the metrics needed to calculate bonuses. Sales numbers, project completions, customer satisfaction scores, whatever your criteria require. Get the data from reliable sources and verify accuracy. Bonus disputes often come down to disagreements about the numbers.

Calculate bonus amounts

1 day from previous step

task

Run the numbers according to your formula. Double-check the math - bonus errors are embarrassing and damage trust. Factor in proration for new hires or departures if applicable. Keep detailed calculations so you can explain exactly how you got each number.

Get leadership approval

1 day from previous step

task

Have the appropriate managers and finance review the bonus recommendations. They should verify amounts align with budget and policy. This is the checkpoint for catching errors or making adjustments before anything goes out. Document who approved what.

Process and communicate

1 day from previous step

task

Send approved bonuses to payroll for processing. Communicate to each employee what they earned and why - the recognition matters as much as the money. Be ready to answer questions about how amounts were calculated. Process on schedule - late bonuses feel like broken promises.