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After more thought I've decided that there will be these bonuses given out on more of a random basis, not at set intervals.
That removes the competition aspect of it. ("I think his idea sucks".I should have won this month." ...blah,blah, blah) It seems to me that if you're trying to create the idea of teamwork amongst employees, it's counterproductive to simultaneously have them directly "competing" against each other.
There may also be some months where there are no real worthwhile ideas being hatched.
In the past I liked the idea of random bonuses for specific acts of excellance. I just want them to know that it's noticed and appreciated. Seems to go over well.
And I don't want to sound callous and cocky but I know "it's important to hire the right person..." I've done this for over 20 years. I have a long list of employees that have been with us for extended times. Some 8, 10, 13 years. In 20 years I know of no one that has quit here to go work for another landscaper. They may leave to retire, try an "easier" line of work and/or finish their college degree and move on. But from all I've heard, we pay the best, treat them the best and expect the best. So, it's not that I'm trying to fix a broken system. I'm just trying to tweak it a little.
Let's face it, most people who choose to be an employee for a landscaping company probably don't have a history (at home, in school, or in previous jobs) of being encouraged and rewarded for creative thinking and problem solving. If you acknowledge that, it would seem that it makes sense to give them a little nudge in that direction now and then.
And, personally, I would prefer to not muddy things up with complicated production-related formulas and us-vs.-them competitions, etc. I like it simple.
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