In today’s competitive talent landscape, compensation remains a key factor in retention, and year-end bonuses often serve as a litmus test for how valued professionals feel at their firms. At RETS Associates, we wanted to hear directly from the industry: How satisfied were you with your 2024 year-end bonus?
We ran a LinkedIn poll and asked:
“How did your year-end bonus measure up?”
📊 See the full breakdown in the chart below.
Breaking Down the Poll Results
Here’s how professionals responded:
- 42% said their bonus fell short—they were disappointed
- 47% felt they received what they expected—satisfied
- 10% said it exceeded expectations—they were thrilled
While nearly half of respondents were content, a significant 42% left the year feeling underwhelmed. That’s a substantial portion of the workforce entering 2025 with questions about value alignment and reward recognition.
At the same time, only 1 in 10 received a bonus that went above and beyond—highlighting how rare it is to truly exceed employee expectations.
What This Says About the Market
These results suggest that while compensation expectations are largely being met, there’s a growing need for firms to rethink how they reward performance—especially in a tight labor market where candidates have options.
Bonuses are about more than numbers; they reflect company culture, priorities, and perceived employee value. In our work with clients across the U.S., we see firsthand how bonus dissatisfaction can be a tipping point for candidate movement.
Our Take
At RETS, we continue to advise clients to evaluate total compensation strategies, especially as more professionals are rethinking what matters most in their careers. Bonuses remain a powerful tool for recognition and retention—but only when aligned with transparency, communication, and performance.
🗳️ This post is part of our LinkedIn Poll Insights series where we break down what CRE professionals are thinking in real time.
Follow us on LinkedIn for more polls & insights: RETS Associates on LinkedIn
