All I Want for Christmas… Is a Bonus (But Let’s Talk Reality)

Episode 7

Christmas bonuses: the topic every florist whispers about but rarely says out loud.

Some years they’re generous.

Some years they’re an obligation.

Some years… they just don’t exist.

And if you’re an owner, you’ve probably felt the pressure from all sides. Exhausted staff, rising costs, unpredictable sales, and the growing expectation that December = bonus season.

Let’s break this down honestly, kindly, and realistically.

Why This Topic Matters (and Why It’s So Messy)

Florists are tired. Owners are financially stretched.

Everyone is running on caffeine, adrenaline, and sheer floral willpower.

Here’s the truth:

A bonus is supposed to feel like a thank you, not a slap in the face.

But not every shop can afford to give one, and not every bonus lands the way you think it does.

I’ve worked for shops that…

• gave the exact same bonus every single year regardless of sales

• gave a whole month’s earnings as a bonus

• based the bonus on a percentage of hours worked 10 days before Christmas

• gave nothing at all

• gave $100 per staff member while clearing over $1M in revenue (yeah… see how that's worse than the shop that gave nothing at all?)

  
  

There’s a fine balance between generosity, sustainability, and fairness. And most shops completely miss the mark.

The Difference Between a Gift, a Bonus, and a Reward

A bonus = performance or profit-based

A gift = equal for everyone

A reward = recognition tied to effort, skill, or impact

These distinctions matter because they set expectations. Yours and your staffs.

When You Should Give a Bonus (and When You Shouldn’t)

You should consider a bonus when:

• The shop had a profitable year

• Staff performance contributed meaningfully to that profit

• You can sustain the bonus without creating a financial hole

• It supports retention and morale

  
  

You should NOT give a bonus when:

• It will put your shop in debt

• You’re giving it out of guilt instead of gratitude

• The bonus would be insultingly small

• You’d need to cut wages or hours later to “make up for it”

  
  

More harm than good comes from a begrudging or symbolic bonus.

And remember: communication is everything.

If your shop genuinely cannot afford bonuses, tell your staff.

If you don’t, they’ll ask themselves, and each other, “why?”

That’s when misunderstandings and resentment start.

You don’t need to share numbers, just transparency, clarity, and respect.

If You Give Bonuses, Tie Them to Something Real

Bonuses work best when employees know what they’re based on.

Think of it like grading an essay:

• Seniority /10

• Hours worked /20

• Skill level / efficiency /30

• Work ethic /30

• Overall contribution to the season /10

  
  

Clear criteria = fewer hurt feelings.

Because let’s be honest:

Your staff will talk.

They will compare.

And resentment happens when the numbers don’t make sense (to them).

To avoid awkward January conversations?

Pair bonuses with year-end reviews.

Yes, the big girl panties are required.

Yes, it’s uncomfortable sometimes.

But it provides context, clarity, and fairness.

If Cash Isn’t an Option… You Have Options

Here are meaningful alternatives:

• Extra paid day(s) off

• A holiday meal or catered staff dinner

• Gift cards (coffee, lunch, gas, etc.)

• A handwritten, personalized letter (these matter more than you think)

• Flexible hours in non-floral months

• Profit-sharing during peak months (communicated as the alternative to a bonus)

  
  

These can boost morale without draining your December bank account.

A Thought Florists Rarely Consider: Holiday Bonuses All Year

Why are florists only rewarded once a year…

when their hardest work happens before every major floral holiday?

You can absolutely introduce micro-bonuses after:

• Valentine’s Day

• Mother’s Day

• Administrative Professionals Day

• Thanksgiving (US)

• Prom/graduation

• Major wedding weekends(or commission designers on weddings above a certain amount)

  
  

These bonuses:

• Reduce burnout

• Help younger designers see floristry as a viable career

• Boost retention

• Spread appreciation throughout the year

• Take pressure off one giant December bonus

  
  

And if you’re wondering why you’d start doing this when you’re already “getting away” with not doing it…

How’s that staff retention going? How's the shop culture?

It’s not about being lavish, it’s about being thoughtful.

What Bigger Shops Are Doing vs. Small Shops

Large shops often use:

• Percentage-based bonuses

• Tiered bonuses by job level

• Profit-sharing

• Additional PTO

• Staff events

  
  

Small shops can compete with:

• Personalized bonuses

• Creative, thoughtful rewards

• Flexibility

• Strong communication

• Clear expectations

• Smart December incentives

  
  

It’s not the size of the shop. It’s the structure and intention behind it.

So, Should You Give a Christmas Bonus This Year?

Ask yourself (and maybe your accountant):

1. Did we actually profit this year?

2. Can I give a bonus without resenting it?

3. Will this bonus build trust and loyalty?

4. Can I easily explain the structure without embarrassment?

5. Does this reflect the appreciation I genuinely feel?

   
   

If the answer is no:

You can still show gratitude in meaningful, memorable ways.

If the answer is yes:

Tie it to performance, communicate clearly, and make it feel earned.

Final Word

Good employees are worth more than gold.

Bonuses, big or small, are powerful tools for retention, morale, and culture when done right.

But they don’t define you as an owner.

How you lead, communicate, and appreciate your team does.

Need help building sustainable systems, reward structures, or retention strategies (especially for busy floral seasons)? ✨ Contact us. We've got you.

📧contact@clippervirtualmgmt.com

📌Browse Our Pinterest Page

💼 Browse Flower Shop Solutions

📓 Check out these FREE Resources