How do you distribute bonuses/bonuses within the team?

Question

Fintech

Not so long ago, the company introduced bonuses to development teams. Each product team has testers and programmers. For some time, the money was distributed in a rather free form, and now we are thinking about how to do it competently.
How are the awards distributed for you?

UPD
It's not about who gets bonuses, but about how YOU in your team distribute them among testers/developers? Maybe you deduct some percentage from testers for bugs in releases. Maybe you deduct for unrealized plans for the release of programmers, etc.

Answer 1

I don't understand... Why are programmers and testers jealous of sales?

Answer 2

I have always worked in small teams and the most optimal is self-distribution by employees (usually even, without grids and criteria). Team spirit, etc. etc. stimulates well.

Answer 3

Assign a criterion for receiving bonuses to each employee. So that there is no confusion, programmers have their own criteria, sellers have their own, they can’t be one size fits all ...
And a list of criteria is not so difficult to compile.

Answer 4

Estimate for each programmer how much bonus he will receive if he breaks his ass by 200%, and how much he will receive less if he does nothing at all. I think the difference will be a couple of percent.
In addition, sales are an inert thing, if I worked hard this month, then I can see an increase in salary only after en months, when I already forget about my zeal
. Therefore, in my opinion, bonuses from total sales are interesting only from the point of vision of patriotism, pride in one's company.
And targeted bonuses / fines should be issued by the immediate supervisor, as soon as the employee has distinguished himself

Answer 5

Apparently I was misunderstood. It's not about HOW you get bonuses. It's about how you share them. Updated post.