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As with many things, so long as there is human diversity, a one size fits all strategy may not suit everyone or be the most effective policy. Perhaps lumping the personal and company performance together into one single bonus could be replaced with a more finessed approach of giving two bonuses per year  one for overall corporate performance, and one for individual performance to be given six months away from the other. But this individual bonus should not be automatic, and perhaps could be offered as an opt-in/opt out scheme. This would present employees with the option of taking an enhanced salary to replace an individual bonus system, or choosing the performance related bonus system that could theoretically pay out higher than the enhanced salary  or zero! The idea here would be to offer something for both the risk seekers and the risk averse within an organisation. By catering for both main personality types (the individual and the team worker) bonuses might become useful again.
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