In this roundup, we’ll highlight the latest developments shaping how organizations are rewarding performance—and what these changes could mean heading into year-end. Let’s dig in.
Deloitte survey finds diverse incentive pay programs
Deloitte’s 2025 Private Company Executive Compensation Survey sheds light on how non-public companies are using incentive pay to recruit talent, retain leaders, and connect rewards to performance. Based on a pool of 500 U.S. enterprise-sized companies, the survey reveals a substantial shift toward performance-driven compensation models. Many indicated that incentive plans are now standard, but they are still typically reserved for the upper echelons.
However, what is changing is how performance is being measured. Yes, financial benchmarks like profit and revenue continue to dominate, but companies are increasingly incorporating non-financial measures such as customer satisfaction and workforce development. This more inclusive focus reflects a desire to balance business outcomes with organizational health.
Long-term incentives are now the norm, offered by 82% of surveyed companies, aligning leaders with sustained growth and reduced turnover. Together, these methods reveal a compensation philosophy built around flexibility, retention, and long-term value creation.
Encouraging incentive news from Infosys
Business Standard reports that Infosys surprised employees with robust bonus payouts for the first quarter of FY-2025 with most employees in the PL4-PL6 bands receiving about 80% of their performance bonus.
Managers rated “outstanding” at the PL4 level saw payouts of about 89%, while those who simply “met expectations” still got the baseline ~80%. At PL5 and PL6, the figures were slightly lower, ranging from roughly 78-87% and 75-85%, even for those whose performance “needs attention.”
This substantial bonus rollout follows Infosys’ stronger-than-expected growth in the quarter—3.8% on a constant-currency basis. This payout covers most junior and mid-senior level employees, but the company hasn’t yet revealed bonus amounts or timing for senior leadership. With economic headwinds still with us, this move shows confidence in continued deal flow and visibility into future business.
Trump administration tightens bonus standards
In a move reflecting his administration’s focus on tightening standards and rewarding only top performers, the Trump administration has updated guidance for how federal agencies should distribute bonuses and awards. On August 11, the Office of Personnel Management (OPM) released a memo directed to all departments, instructing them to ensure only those federal employees with truly exceptional performance receive the largest awards.
One key change: Monetary and non-monetary awards must now be clearly tied to an employee’s summary rating or rating of record. Those who exceed the standard “Fully Successful” rating should see significantly larger bonuses. Agencies are also being asked to set aside at least 60% of their performance-award pools for employees rated Level 4 or 5.
The memo emphasizes the need for meaningful differentiation in ratings—cracking down on inflated assessments that spread rewards too thinly. Even as agencies face tighter budgets in FY 2026, OPM insists that high performance be rewarded, whether through cash, extra time off, or step increases. The guidance also reinstated the Presidential Rank Awards in 2026, after they were halted earlier. This shows the administration’s effort to highlight the best people in the federal workforce.
With bonus pay levels on the rise, now’s the time to request a demo of Purcent’s all-in-one Enterprise Incentive Management Platform. Connect with us on LinkedIn and Instagram for up-to-date insights and updates on incentive pay.