Tiimipalkinnot

Tiimipalkinnot are incentives awarded to a work team to recognize and reward the collective achievement of shared goals. They differ from individual bonuses by emphasizing collaboration and outcomes produced by the team as a unit.

They come in monetary forms, such as lump-sum bonuses, profit-sharing arrangements, or equity-like rewards, and non-monetary forms, including team events, extra vacation days, development opportunities, or flexible work arrangements, all tied to team performance.

Design focuses on clear, measurable criteria aligned with strategy and timeframe. Examples include completing project milestones, productivity improvements, safety targets, quality metrics, and customer satisfaction. Targets should be attainable yet challenging and specify who is eligible.

Implementation requires budgeting, governance, and transparent communication. Define eligibility, payout timing, and how results are measured. Teams should be aware of how contributions are assessed to minimize disputes and prevent free riding or misaligned incentives.

Benefits include strengthened cooperation, better alignment of efforts, and faster knowledge sharing. Challenges include measurement complexity, potential unfairness, overemphasis on short-term results, and the need to balance team rewards with individual recognition and motivation.

Legal and fiscal considerations vary by country. In Finland and many other jurisdictions, tiimipalkinnot can be treated as wages and taxed accordingly, with social security and withholding obligations. Organizations should integrate team rewards into HR policies and, where applicable, collective agreements.