Business results outweigh individual performance in bonus payouts by Kiwi employers, a new research by a recruiting company reveals.
While bonuses are often viewed by employees as a direct reflection of their individual contribution, Kiwi employers reveal that broader business considerations weigh just as heavily in determining payout amounts, according to a new independent research by specialised talent solutions provider, Robert Half.
While individual performance remains central to how Kiwi employers determine bonuses, business results actually appear to carry more weight than individual effort as the research results indicate.
When asked what the top factors are influencing their company’s decision making when considering bonus amounts, employers cited: Company performance (58%), Individual performance (49%), Cost/available budget (48%), Competitor benchmarking (48%), Employee expectations (47%) and Industry trends (47%).
Despite ongoing economic pressures, bonus payouts appear to be holding firm – and in many cases, increasing, reveals the study. More than half of employers (53%) say bonuses were higher in their last bonus cycle compared to previous years, while 40% say payout levels remained consistent. Only 6% indicated bonuses were lower than the year prior, and just 1% said no bonuses were awarded at all.
“Variable pay has become an important lever for managing risk. Employers are using bonuses to drive motivation and maintain market competitiveness without permanently increasing fixed remuneration. With most organisations holding bonuses steady, they are taking a considered and disciplined approach to reward calibration,” says Megan Alexander, Managing Director at Robert Half.
Bonus eligibility and structure vary by seniority level, reflecting how employers align rewards with responsibility, tenure, and impact on overall business performance. While performance bonuses remain the most common incentive across nearly all employee levels, the type and frequency of additional bonuses evolve as professionals progress in their careers.
The study developed by Robert Half, was conducted online in October 2025 by an independent research company of 250 finance, accounting, and IT and technology hiring managers.
