Bonus program for employees. The best motivation systems and bonus programs for staff. Set bonuses for project team members before starting work

When in a conversation with employees or candidates for vacancies they talk about a dream job, then almost everyone says that they would dream of working in the offices of Yandex, Vkontakte, Google and other modern technology companies? They are so desirable not because of high salaries, but because of the motivational bonuses that are given to employees: delicious food, lounge areas, opportunities for development and other nice features. Smaller companies are also starting to pull themselves up: here and there you will see guys who dissect around the office on a scooter, or occupied capsule chairs in which you can take a nap for an hour. Table football or tennis has become commonplace in general.

2014 has shown that motivational bonuses for employees have become a tradition. Among them there are already some kind of "leaders" who are periodically talked about in the news and written in the press. Forbes magazine has collected interesting ways to win not only wallets, but also the hearts of employees. I supplemented them with interesting examples that I met.

Game rooms

What can attract the best programmers and tech minds of today? Games only. Any company needs a smart programmer, system administrator, engineer, or other techie (even if it's a private library). Therefore, game rooms with tennis, darts, PS or X-box are now ubiquitous. They quickly become the brain center of the company, in which I constantly come up with something on the go.

Some companies have already outgrown rooms: for example, Killerinfographics.com has a climbing wall, and Google, which has been one of the world's top 5 employers for six years, offers employees a bowling alley and a bocce lawn. And that's just the top of the list.

Good food

It doesn't have to be full meals: someone gives a discount at a nearby cafe, someone organizes a cafe right in the office. Some provide the workers with cookies, and some with donuts on Thursdays.

This kind of vacation can be much healthier for the brain than going to the beach with your wife and children.

Freebie

Freebies can range from coupons and discounts to free food, educational courses, and more. Food Corporation J.M. Smucker, for example, pays 100% for a second degree for its employees.

Here are some of the funnest ways to make your employees happy with something free:

• Subscription to magazines.
• Babysitter for children.
• Tickets to the cinema or somewhere else.
• Spa services.
• Massage.
• Maintenance of equipment.

Free surprises don't have to be everyday. They can be a great gift for a birthday or any other occasion. Freebies can be themed: for example, free laptop repairs and other gadgets for programmers, or paying for a fitness center for a chef.

Finally, here are the words of Larry Page (CEO of Google), who can safely be considered the trendsetter for motivational bonuses: “When you take care of people, you increase productivity. Instead of counting working hours, count the result. We must always think about what else can be done for our employees. If our team becomes happier and more productive, we will become happier too. "

These are some interesting examples. Choose those that seem effective to you and apply.

How to ensure that each employee tries to improve his own and the overall result. Enter a corporate bonus, interest everyone financially.

What this article will tell you about: what and how to do in order to successfully implement a corporate bonus in the company; what is the minimum amount of this bonus; why it should be divided into parts and depending on which indicator to put; how to develop criteria for assessing the work of employees and avoid subjectivity in assessing the quality of work.

Samples and tables: the size of the bonus from the salary - for different categories of employees; calculation of the bonus for the head of the sales department; Regulation on material motivation and remuneration.

It is customary to establish bonuses for managers of different levels, and very rarely for ordinary employees. But sometimes introducing such a bonus (it is called a corporate one) is the only way to motivate employees to work more efficiently.

For example, if a company changes direction or starts to release a new product (provide a new service), and everyone needs to strain. Since for ordinary employees the main and most effective motivator is money, a corporate bonus can be a very effective tool with which you can encourage employees to produce better results.

The size of the bonus can be directly linked to the business performance of the company, for example, set for each employee a percentage of the profit remaining after taxes, divided by the number of departments and the number of employees in each department. But this is a rather complicated scheme. To implement it, you have to do a lot of calculations. And the company's management may not want to make the size of the corporate bonus dependent on the net profit received by the company. It is better to choose another method in which the corporate bonus is paid if the company has achieved the desired goals.

But how, then, to calculate its size? Where do you start? How to avoid subjectivity? Take six steps.

Step 1. Introduce management by goals, develop plans - for the entire company, for departments, for each employee It is necessary to establish what indicators each of the employees should achieve in their work. You can establish this if you start "from the top". First, with the support of the CEO, get a plan for the whole company. Then this plan is transposed to the level of structural divisions - it is determined what each of them should do in order for the whole company to achieve the desired goals. After that, based on the divisional plan, your HR managers, together with the middle managers, will outline the tasks of each individual employee. Plans can be made for a quarter, half a year, or a year. The exact timeframe depends on the company's strategy. This method of corporate governance and motivation personnel is called MBO (Management by objective). You need to be supported on the board of directors and that the implementation of the MBO is supervised by the general director or his deputy. But if for some reason this is not possible, you can use the elements of this technique yourself. Talk to top managers, invite them to formulate specific goals for their departments.

Example

The holding company that produces cosmetics has set a goal: to develop and bring to the market a new line of products within a year. The HR Director discussed and agreed on the parameters of the bonus program with the heads of departments. We decided to link the bonus for the production personnel with the fulfillment of the production plan and with the indicators of the absence of defects. Brand manager awards - with the recognition of a new brand among the target audience. And the bonuses of the sales department - with the number of concluded supply contracts and the breadth of the geographical coverage of the buyers' location. As a result, after a year, the company's indicators have doubled.

Step 2. Update job descriptions to reflect the relationship between work and remuneration Template instructions taken from the Internet will not work. Have unit leaders assign each person to a draft of their instructions. After all, everyone knows their real responsibilities well. The motivation manager will then be able to revise and approve the final version with his supervisor.

Thanks to this, both the employer and the employee will understand what one pays for, and the other receives - a salary and a bonus. This will help line managers also evaluate their subordinates, and specialists of the HR department will better select candidates for vacant positions.

Step 3. Make a list of positions and set a bonus for each - a percentage of the annual salary. Prepare the list of positions as an attachment to a corporate document that describes the rules of incentives, including the payment of bonuses (for example, in the “Regulations on staff motivation”). In this local document, write down the base bonus amount for each job category. Groups can be as follows:

• top management of the company, deputies;
• middle managers, leading specialists;
• specialists and technicians;
• junior staff.

Keep in mind: the base size of the corporate bonus should not fall below 8% of the employee's annual income, otherwise there will be no motivation.

Follow the rule: the higher the position, the greater the percentage of the company's revenue should be. The logic is simple: for a person with an annual income of, say, 200 thousand rubles, an additional 20 thousand is a significant amount. However, if a top manager has an annual salary of 3 million rubles, then the same 10% of this amount is unlikely to force the top manager to work to the limit of his capabilities. He needs a stronger incentive. What can be the specific amounts of corporate bonuses for different categories of personnel, see table 1 below.

Example

At one of the petrochemical plants, a basic bonus was introduced for workers - 10% of the annual salary, for shop managers and middle managers - 20-30%, for top managers - over 50%. After the introduction of the bonus program at the enterprise, the turnover increased 2.5 times.

A special case is sales managers. Their work is paid by performance, so the bonus should be high. Pay them the main part of the bonus on a quarterly or even monthly basis. The rest of the team only needs to pay a bonus once a year. This usually happens after the final financial statements have been prepared - in March or later.

Step 4. Divide the bonus into parts. Each part is for a separate achievement Suppose that one part is paid for the performance of general corporate tasks, the other is paid for the work of the entire department, workshop or division, and the third depends on the individual results of the employee's work. The principle is as follows: the lower the position, the higher the “individual” part of the bonus and the lower the “corporate” part. At the same time, the CEO bonus can only be tied to the performance of the entire company, since it has the most direct impact on it. In fact, these are his individual results.

Example

In the St. Petersburg construction group, the head of the division has a base bonus set at 30% of the annual salary. The board of directors decided to tie it to three components: the results of the entire group, the performance of the division, and individual achievements. In order not to complicate the calculations too much, the HR Director suggested giving 10% of the annual salary for each component. And so they did. Now the leader is worried not only about showing personal results, but also about how the entire division he leads, as well as the entire construction team, will perform.

Step 5. Develop transparent criteria for assessing the employee's work.It is necessary to assess whether an employee has solved the tasks assigned to him by quantitative indicators (what has been done and to what extent) and by quality (how well the work is done). All indicators need to be weighted according to their importance. Pay the base amount of the bonus strictly for the fulfillment of the planned targets. If an employee or department has performed better than expected, the bonus should be increased. If it is worse or the project has failed, the bonus must be reduced or not paid at all. For each part of the bonus, write down your terms of payment.

Example

In a tea wholesale company, the bonus of the head of the sales department was tied to three quantitative indicators of the department:

• proceeds from the sale of products under concluded contracts,
• sales to new customers,
• the number of active buyers.

An example of calculating the actual bonus is shown in table 2 below.

Step 6. Minimize the subjectivity of managers when assessing the quality of an employee's work. Three rules Use a point grading system. Have direct supervisors give subordinates points on a certain scale. The biggest danger here is subjectivity, which causes resentment and misunderstanding. To avoid it, follow three rules.

Rule 1.Inform all the evaluation criteria. Let employees know what will be assessed and how. For some companies, customer focus is most important, for others - personal activity of staff, participation in corporate life or discipline. Depending on what is important for your company, and assign weight to this or that criterion.

Rule 2.Invite employees to rate themselves. Encourage line managers to ask the subordinate during the evaluation interview how many points they would give themselves. Usually people name adequate assessments that coincide with the opinion of the leader.

Rule 3.Conduct an interim assessment. Then there will be no surprises for the employee at the end of the year. He will know in advance what needs to be corrected in order to receive the bonus. For example, TEKTA Group has an electronic customer relationship management (CRM) system. At any time, an employee logs into the system and sees his performance, understands what kind of bonus he can count on at the end of the year.

Invite employees to calculate their bonus themselves when you introduce new bonus rules

In the Regulations on bonuses, set out all the rules in an accessible form, describe in detail how the remuneration is calculated, what are the basic amounts of bonuses for various positions. In the introductory section, talk about the role of KPIs. In the same place, indicate which of the leaders is responsible for what, setting goals for employees. Mention how the bonus fund is planned and approved, and what its size depends on. After familiarizing employees with this document for signature, invite them to calculate their own bonus in accordance with the stated criteria.

Answers to questions of personnel officers and HR-s from 12.00 to 14.00 on April 3:

• Remote. How to arrange, pay and control the work and what to do with those who cannot be transferred (simple)?
• Staff reduction. Five lessons from the past crisis to take into account this time.
• Part-time work. How to translate and what to do with employees who refuse?

Two ways to financially motivate employees to lead a healthy lifestyle and get sick less often

Compensate for the cost of meals for those who eat well

Trade company Gift Solutions, urging employees to eat healthy, entered into a contract with a small firm that delivers meals to the office. And all employees who buy a healthy meal without meat - soup, salad, buckwheat, rice, potatoes - are paid by the company 50% of its cost. Every quarter the number of "vegetarians" who consume vegetables, cereals and greens is increasing, and over the past two years has increased by 39%. Employees feel better, look refreshed, energized and not overweight.

Give bonuses to those employees who have never been sick in a year and regularly attended fitness

In one of the financial companies in St. Petersburg, a rule has been introduced: employees who do not miss a single lesson in a fitness club for a year receive a bonus of 12,000 rubles. Thus, the company encourages going to fitness - this benefit is provided as part of a social package. And Japanese companies highly value those who have never been on sick leave in a year. Employers give them loans or credits with a reduced interest rate, as well as transfer additional amounts towards corporate pension.

To retain staff, do not pay the bonus immediately after the reporting period has expired, but later

Let's say your company has year-end bonuses. Pay them only in March or April and on condition that the employee continues to work during these months. Then, for example, a sales manager who has shown good results for the year, but received an offer from another employer in January, will think well whether he should quit your company. Indeed, in this case, he will lose the bonus. The manager will postpone this issue for at least two to three months.

Set bonuses for project team members before starting work

Do not postpone this question until the moment when all the work will be completed. Immediately define the project goals and indicators for which the bonus is due. Then calculate the size of the bonus fund and individual participation rates (in accordance with the role of the employee in the project and the amount of work performed). If the project is long-term, then it is advisable to link the motivation scheme to the implementation of intermediate stages. In this case, it is also necessary to stipulate in advance which indicators should be achieved at each stage. Pay the bonus in full if the next stage is completed as planned and all goals are achieved. For delaying work, provide for a decrease in the bonus fund.

Attention!

The weight of one indicator should not fall below 10% of the amount of the bonus, so that it remains significant for the employee. And the sum of all weights of all KPIs should be equal to 100%.

In addition to the corporate bonus, provide for small one-time awards for special merit.

This is the so-called administrative bonus, which the manager can pay at his own discretion. After all, sometimes unforeseen situations arise, and employees show themselves very well. They should be rewarded for this. For example, in a company that produces dairy products, the one-time bonus program was called "Special Thanks!" The bonus for special services cannot exceed 10% of the employee's base annual bonus. The bonus is paid even if the person performs their usual duties, but does this work very diligently. For example, if a company is undergoing a tax audit and accountants have to prepare documents until late, come to the office on weekends.

How to draw up a provision on material motivation, see No. 1, 2011 and in the electronic journal at.

A sample of the full text of the Regulations can be found at the link

Reading time: 5 min

The bonus system of remuneration is most common in organizations whose main staff are production workers or sellers, as well as in the service sector. This form of payment is most effective for employees whose activities directly affect the company's profit.

The overwhelming majority of organizations where the bonus payment system is practiced are private firms, but it is also used at some state-owned enterprises. So, since 2011, this form of payment was introduced at a number of branches of FSUE Russian Post for employees of the sales and service department.

Subsequently, statistics showed a stable growth in branch incomes, which indicates the effectiveness of the introduction of bonus payments... It has a lot in common with, but with a bonus system, an employee's salary is made up of charges at a tariff rate with an added percentage of profit, rather than a fixed one.

In this it is close to the difference that under the commission system the employee's salary does not provide for a fixed part, including only interest.

Thus, the bonus payment system includes two components:

• calculated on the basis of the tariff scale approved by the organization
• and the percentage of profits approved by the manager and enshrined in the employment contract.

In this case, the first component, as a rule, is stable, and the second is “floating”.

For example, retail businesses pay in the form of a daily exit rate and a percentage of total or personal sales.

Advantages and disadvantages

The advantage of the bonus payment system is continuous motivation employees for productive work. Since the fixed salary at enterprises with a bonus payment system is usually low, the bulk of the employee depends on how he “hurries up” in the current month.

This approach to remuneration may be of interest primarily to young, ambitious professionals who strive to constantly increase their income. Conversely, the cool bonus form of payment includes applicants who are accustomed to a stable payment. After all, neither the employer nor anyone else can guarantee that if an employee received a good salary in one month, the next month his income will be the same.

With this form of remuneration, it is difficult to plan long-term expenses, such as a mortgage.

The main disadvantage of the bonus system is that the company's profit is not always influenced only by the performance of employees. Sales indicators or demand for services provided by a company can be determined by other factors:

• seasonality;
• the activity of competing firms;
• nuances of interaction with suppliers, etc.

How to calculate your salary?

The calculation of an employee's income with a bonus payment scheme is made according to a very simple formula:

З = Зт +%,

where Зт is the salary according to the tariff scale (rate), and% is the percentage of profit.

The rate can be, or in the form of a monthly minimum salary. The percentage of profit can also be different: in one case, the total income of the company or its individual division is taken as a basis, in the other, only personal sales indicators are taken into account.

Example 1

Citizen Ivanov works as a sales manager for coffee equipment with a monthly salary of 10 thousand rubles and a 3% bonus on the company's total profit. How much did Ivanov earn this month if the firm's income was 250 thousand rubles?

First, let's calculate the bonus part of his salary. 3% of 250 thousand is 7,500 rubles (250,000/100 * 3 = 7,500).

2 girls are selected. Each of them is offered certain situations, from which you need to come up with a creative way out. Time to think 15 seconds. The most original answer will bring victory.

Situation options:
1. Imagine you have been saving up for a dress that you are going to wear to a party for several months. And now this moment has come, you bought a dress, created the perfect image, arrived at the indicated place, take off your coat, and in front of you is a girl in the same dress. What will you do?
2. You have a dream date, everything is wonderful, but at one point your heel breaks. Your actions?
3. You did the perfect makeup, took care of your hair, but the date was canceled at the last moment, what did you do?
4. You ate food with garlic, put on a mask and decided to wind the curlers. A knock on the door, a man of dreams is on the doorstep. What will you do?
5. After a romantic evening, your boyfriend escorts you home, and you accidentally call him by someone else's name. Your actions?

Best Short Film

Guests are divided into several teams, depending on the total number of people at the festival. The team should have about 5-6 people. The task of each of the teams is to think over and show a funny short film from the theme: “One day from our work”. For the best performance, production and so on, the team receives an Oscar in the form of a bottle of champagne, for example.

Briefing

Participants are given cards with comic questions. For example, “how to make a dog fly,” “how to quickly stop an airplane,” “how to eat pea soup correctly,” and so on. In a minute or two, players should write detailed step-by-step instructions and write them down on a piece of paper. The author of the most detailed and funniest instruction wins.

The most ridiculous excuse

The presenter takes turns calling the situation to the guests, and they must take turns to "otmazyutsya" at what, who will make it the funniest of all - well done, because at the end of the game the funniest participant is entitled to a prize. So, the presenter says: You crashed the chief's car, but why? And the guests take turns answering:
Her color does not match his horoscope or
It seemed to me that this is an evil alien robot, and I could not endanger my beloved boss and so on.
Situations can be completely different, for example, you came to work in a dressing gown and slippers, why?
You scanned your face on a scanner, printed pictures and hung them around the office, for what purpose?
You brought a rooster to work, for what? Etc.

Selfie of the evening.

At the beginning of the evening, the host announces that a contest for the best selfie will be held throughout the fun and celebration. That is, there will be a camera on the table, which each of the guests can take and capture himself in the most interesting position, for example, with the chef, on the balcony, and so on. At the end of the evening, all the shots are shown on a big screen (using a usb connection) and the best selfie is chosen according to the applause of the guests. And so that the guests do not forget, the presenter periodically reminds everyone about the selfie contest. As a prize, you can present a funny award - a photo frame with a photo of Chuck Norriss, because he is the coolest.

Well-coordinated team

The team is divided into several teams with the same number of participants. Team members stand in separate rows. All participants are given a toothpick. The first participants are presented with an open jar of olives. At the start command, the first participants prick an olive with a toothpick and pass it on to the second participants, the second participants pass it to the third, the third to the fourth and so on until the last. The last participants receive an olive and eat it with a cry "ate". Then the first participants prick the next olive and pass it to the second, the second to the third, and so on until the penultimate, the penultimate participant receives an olive and eats it. Participants pass the next olive to the participant - the third from the end, then - to the fourth from the end, and so on until the first participant eats the olive. The winner is the team in which the turn to eat the olive reaches the first participant faster and he eats it.

Geometric collective

For this competition, you will need to make some blanks (on several sheets of paper - in accordance with the number of participants - draw individual geometric shapes, for example, a circle, a square, a triangle, an oval, a rhombus, a simple curve, and so on). All sheets have the same geometric shapes. Each participant receives one such sheet and marker. At the command of the leader, the team members must draw the rest of the body to a specific figure, turning a certain geometric figure into a figure - their employee, colleague and sign each one, you also need to draw yourself. Then the presenter collects all the pictures and shows the guests of the corporate party, they vote for the best picture, the author of which is awarded a prize. And pictures of employees can be left in the office as a souvenir to cheer up.

More offers

Couples of employees involved. All participants in a pair are tied at the waist and each is handed a mop. In a circle for each pair there are “good deals” for the company (simple balls). The pair is located in the very center of this circle. At the start command, each employee must use a mop to collect as many lucrative offers for his company as possible. And which of the guests of the corporate party succeeds, he will receive a prize.

We fly to negotiations in economy class

The entire team should be divided into several teams with the same number of participants. An identical cardboard box is placed in front of each team (depending on the number of participants, choose the size of the box "by eye"). At the “start” command, individual teams must get together on the flight for negotiations in economy class, that is, by all possible and impossible ways to get into a cardboard box (someone on one leg, someone on someone's arms, and so on). The team that completes the plane the fastest will be the winner.

The tidiest employee

Each of the employees needs to show strength, dexterity and ingenuity and prove to everyone that he is the most accurate employee. Participants stand at a certain distance from each other. There is a chair for each participant (at the same distance). Near each employee is a basket of chicken eggs (in the same amount for all). At the start command, all participants begin to transfer these eggs to their chair, but only without using their hands. Who of the employees will prove himself faster, better and more accurate than anyone in this matter, he will win.

Broadly or simply, in an office or a cafe, through the efforts of top managers or ordinary colleagues, but this will happen - in each office they will celebrate the New Year. We know how to have fun this evening. We have a top list of games for a corporate party. From you - initiative and good company…

Another New Year's corporate party is an opportunity to walk a New Year's dress, chat with colleagues in an informal setting, but a Christmas party at work is a holiday in the circle of your colleagues and management. And this celebration has its own rules!

Game for a New Year's corporate party: "DO NOT REMOVE!"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: A large box or an opaque bag, where to collect various comical things: children's tights, boxer shorts, a large bra, bonnets, clown noses, etc.

ESSENCE: At the signal of the presenter, the participants pass the box to each other to the music. As soon as the music stops, the one in whose hands the box pulls out one thing and puts it on. The condition is not to shoot it for the next half hour!

PROMPT: Don't forget to charge your camera. When else will you see security guard Vasily in a 100 ° F bra!

Game for a New Year's corporate party: "LOVE-DOES NOT LOVE"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Your body?

ESSENCE: The presenter (the most active of colleagues, you can take on this role) asks everyone at the table to say which part of the body they like and which one the neighbor on the right doesn’t have. For example: "I love his left knee and I don't like his nose." At the end of the revelations, the presenter asks everyone to stroke (kiss) the "successful" places and pinch (bite) the sufferer for the "unsuccessful" ones.

PROMPT: It is desirable that colleagues of different genders sit next to them.

TIP 2: After biting the sysadmin on the ass, go back to your work computer and make backup copies of all important documents. Maybe after all, and take revenge ...

Game for a New Year's corporate party: "FLYING HIKE"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Bottles (plastic or glass).

ESSENCE: Bottles are placed in a row in front of the volunteer, at the same distance. He is blindfolded and asked to go through the obstacle without touching a single container. While the victim is outraged by the difficulty of the task, the bottles are removed. As a result, you get a proud flamingo bird, diligently walking around the office.

PROMPT: Clean the dishes very quietly. She will still be needed.

Game for a New Year's corporate party: "FISH-KIT"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Premises (see Hint).

ESSENCE: All stand in a circle and join hands. The presenter speaks to each of the names of two animals in the ear. Then he loudly lists the animals, the person, having heard "his", should sit down. The task of his neighbors is to prevent this from happening. The game is going at a pretty fast pace. When everyone gets a taste, the presenter will say "Whale" - it is this animal that is thought of to each participant by the second point. The result will amuse everyone!

PROMPT: Prudently clear the area in the radius of the fall of colleagues from sharp and breakable objects. Not everyone is happy to land on a hole punch.

Game for a New Year's corporate party: "COMEDY OF POSITIONS"

NUMBER OF PLAYERS: Anyone, but only male.

PREPARE IN ADVANCE: Inflated balloons, scotch tape, matches.

ESSENCE: There are men in the team who are still not averse to getting a million dollars and who are still wondering what it is like to be pregnant? Great, this game is just for them! Balloons are attached to the belly of the participants with duct tape. A box of matches is scattered in front of each "pregnant" woman. The task is to collect the matches as quickly as possible and not let the "belly" burst.

PROMPT: Is it worth it to be limited to one balloon? Give Chief Economist Sergei Ivanovich one more try!

Game for a New Year's corporate party: "WHAT IS MY NAME?"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Tablets made of paper with funny, not the easiest words on them (lemur, bread slicer, bulldozer, cutie, etc.).

ESSENCE: Everyone gets a new name for the evening - a corresponding plate is attached to the back. The task of the players is to find out their nickname from others. Only "yes" and "no" can be answered to questions. The winner is the one who is the first to guess the inscription on his tablet.

PROMPT: The bread slicer will be offended if you click it like this for the next year.

The game for a corporate party is cool: "WILL BE FULFILLED"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Is that the desire to sing (with skill is more difficult).

ESSENCE: Divide into teams depending on the number of players. Together, choose the theme of the competition, for example, love, snow, animals ... Each team must remember a song "on the topic" and perform several lines from it. Those who last the longest win.

PROMPT: Be creative and don't be afraid to argue. If you wish, you can prove to anyone that the song "You left me!" dedicated to a real animal!

Game for a New Year's corporate party: "BIG RACES"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Cocktail tubes and ping-pong balls (according to the number of participants).

ESSENCE: Prepare the track: place bottles, glasses, glasses (in general, everything that comes to hand) on the table so that paths are formed. The players will chase their balls over them, blowing on them through straws. The winner is the one who arrives at the finish line first.

PROMPT: It is good to play in pairs for elimination: a new participant takes the place of the loser. The rest at this time can sing in chorus the song "... pursuit in hot blood."

Corporate contests with colleagues: "TRIAL SHARGE"

NUMBER OF PLAYERS: 5 to 20.

PREPARE IN ADVANCE: Pencils, paper and erasers.

ESSENCE: Each player draws a friendly cartoon of someone present. The portraits are passed in a circle, and each on the reverse side writes who is depicted in the picture. When the art goes through the circle and returns to the author, count the number of points (i.e. correct answers). The winner is the author of the most recognizable portrait.

PROMPT: So that no one is left unreached, draw lots in advance - who represents whom. And there is no need to draw a mustache for the personnel officer Glafira Pafnutievna, as in Budyonny's - in fact, a bristle above her lip is only beginning to emerge ...

Game for a New Year's corporate party: "WHAT, WHERE, WHEN"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Paper, pens according to the number of participants.

ESSENCE: Everyone is sitting at the table. The presenter asks a general question, for example, "who?", The players write the answer, fold the sheet so that the written cannot be seen, and pass it to the neighbor on the right. Then the next question is asked, for example "when?", The procedure is repeated. The game lasts until everyone has completed their sheets. Then, to a friendly laugh, the host reads out the resulting stories. You probably mastered a similar fun at school.

PROMPT: The presence of a leader is not essential. Questions can be asked by all in turn. At the same time, you will find out who, when and what is actually doing late at night on the office couch ...

Corporate competition: "FULLY AGREE"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Paper, pens or pencils.

ESSENCE: Split into two teams. Each receives a sheet with categories indicated on it, for example, city, river, country, technology, plant, etc. Select a letter of the alphabet and start the game. For a certain time (a minute or two), the team needs to remember as many suitable words as possible.

PROMPT: Categories can be professionally oriented, this will bring the team together. How nice it is for the friendly workers (and women) of the car service to come up with the fifteenth name of the engine part with the letter Ш!

Game for a corporate party at the table: "FROM A TO Z"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Knowledge of the alphabet.

ESSENCE: The game is simple: Starting with "A" and further alphabetically, everyone comes up with a congratulation for "their" letter. The author of the funniest phrase wins.

PROMPT: Do not skip the letters G, F, Y, b, Y. It will be fun. How is it!

Game for a New Year's corporate party: "YES, NEVER!"

NUMBER OF PLAYERS: 7 to 15.

PREPARE IN ADVANCE: Chips for each participant, at least three pieces.

ESSENCE: Fairness game. The first player says, "I have never ..." and names something that he has never done in his life. All who, on the contrary, had the specified experience, give the hero one token. Everyone's task is to come up with something that he did not do, unlike most of those present. The winner is the one who, after a certain number of circles, gains the most chips.

PROMPT: As chips, you can use matches, pre-cut pieces of paper, large beans. But it is not worth using the knowledge gained about colleagues for your own selfish purposes. Just think, the secretary Irochka never came to work on time, but she won!

Game for a New Year's corporate party: "FROM A NEW LINE"

NUMBER OF PLAYERS: Anyone.

PREPARE IN ADVANCE: Pens or pencils, print the beginning of a famous poem on sheets of paper.

ESSENCE: Let everyone add their own rhymed ending to the given poem. Believe me, even the popular "Goby is swinging ..." with the light hand of your colleagues will acquire an unpredictable happy ending (or maybe not happy!).

PROMPT: Prepare some printouts, the game is addictive. And listen, where this bull will end up ...

What funny corporate contests do you know?

Irina Pobokina started playing
PHOTO: CAMERA PRESS / FOTOBANK.RU

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