Performance
Results that go beyond ordinary job duties.
Part of the story: the employee
Reward the people who create the value of your company.
Benefit Gold is a way to show your best employees that their performance, customer care, loyalty and initiative have real value in the company – not just today, but in the future too.
On the home page we showed that a company's results often start with its employees. It's the employee who shapes the customer's experience, influences the quality of the work and often decides whether the customer comes back. Benefit Gold is the specific part of the system that lets a business owner recognise these people visibly.
The main idea
Anyone can buy technology. Nobody can buy your best people.
That's exactly why Benefit Gold was created – so a company can recognise the people whose performance, responsibility and loyalty create its real value. Gold is the carrier of recognition, not the goal itself.
A company doesn't reward just a person.
It rewards the behaviour it wants to see again.
Why an ordinary bonus is often not enough
Extra money quickly disappears among other expenses
A one-off cash bonus is nice, but a month later the employee often can't say what exactly they spent it on. Benefit Gold brings a different idea: the reward doesn't vanish in the payslip – it turns into an asset the employee can see and gradually build.
- Higher motivationa reward linked to performance, attitude or reaching a goal
- Stronger loyaltylong-term value strengthens the employee's bond with the company
- An exceptional benefitthe company stands out from competitors on the labour market
- Your own rulesthe amount, frequency and conditions of the benefit are set solely by the employer
The goal of the benefit
What exactly the company wants to encourage
Not everyone has to receive the benefit. It's enough that everyone knows what they can get it for.
Customer care
Willingness and attention that the customer notices.
Quality of work
Precision and reliability the company can count on.
Ideas and initiative
Solutions and suggestions that move the company forward.
Loyalty
A long-term relationship and stability that save the company time and costs.
A simple process
How Benefit Gold works in practice
The whole process runs online – from setting the conditions and evaluating results to crediting gold directly to the employee's account.
The employee's account: To receive gold, the employee needs their own iiplan GOLD® account. Opening the account may involve a fee according to the current price list. The conditions for any refund of the fee are governed by the contract terms.
- 01
Setup
the company defines the conditions, target groups and amount of the benefit
- 02
Evaluation
the employee meets the set criteria or reaches the goal
- 03
Online crediting
the exact amount of gold grams is credited from iiplan MAX®
- 04
Building value
the employee gradually builds a personal reserve
0.000001 g
This precision makes it possible to set up the benefit flexibly – for small regular contributions, performance bonuses or one-off recognition. If the company has an iiplan MAX® account, it can credit grams of gold to employees instantly online.
The tax, accounting and employment-law assessment of any specific setup must be adapted to current legislation and the company's internal rules.
Model setup
Examples of reward levels
The following values are for illustration only. The actual amount of the benefit, its frequency and conditions are always set by the employer.
| Level | Model contribution | Possible use |
|---|---|---|
| Regular motivational reward | from 0.1 g per month | a stable, regular reward for ordinary performance |
| Reaching a performance goal | 0.25 – 1 g | achieving a specific goal or task |
| Exceptional contribution | 1 – 5 g | an exceptional result or initiative beyond ordinary duties |
| Key manager | individual setup | team leadership and long-term responsibility |
The company can also set the reward directly in euros – for example €25, €50 or €100. The system automatically converts the amount and credits the employee with the corresponding quantity of gold.
⚠ The basic condition is that the employee has their own iiplan GOLD® account, just as they have their own personal bank account. By opening it, they become a client of IBIS InGold and get a fully-fledged personal account that they can use independently and long-term, regardless of whether they draw the benefit.
An iiplan GOLD® account should therefore not be opened solely for one-off or single-purpose use within the Benefit Gold project. If it were opened only for this purpose, IBIS InGold reserves the right to refuse to open it. Full terms and conditions HERE (in Slovak).
A safe first step
A pilot model for companies with up to 100 employees
A pilot isn't the rollout of the whole system. It's a test with a small group of people. You can first try Benefit Gold in a selected department, branch or group of your best-performing employees.
- You define the target group and measurable criteria.
- You set the budget and the length of the pilot period.
- You evaluate motivation, results and feedback.
- Based on the results, you adjust or extend the system.
Benefits for both sides
The company motivates. The employee builds value.
What the company gains
A flexible motivational tool, support for loyalty, the option of instant online crediting and precise control over the size of the reward according to internal rules.
What the employee gains
A reward that creates a personal reserve, builds wealth in gold and brings a sense of recognition with long-term meaning.
Practical questions and answers
Answers to the most common practical questions
The company decides the rules of the benefit, but it's just as important that the employee knows exactly what the credited gold means for them and what they can do with it.
Does the employee need their own iiplan GOLD® account?
Yes. The benefit is credited directly to the employee's personal iiplan GOLD® account, which must be opened before the first gold is credited.
Who opens the account?
The employee opens the account themselves, simply online. When the benefit is introduced for several employees at once, the company makes the process easier and coordinates it together with IBIS InGold.
Are there any fees for opening the account?
Opening an iiplan GOLD® account involves a fee known as the entry price mark-up. It is refundable under the conditions stated in the contract – according to the iiplan GOLD® terms, it is returned on the buy-back of each 1,000 g bar 60 months after dispatch (iiplan GOLD® terms). Other transactions – buying, withdrawing or transferring gold – are free of charge. Full terms and the current price list are available HERE.
What can the employee do with the credited gold?
The gold stays in their personal account. They can keep it for long-term appreciation, use it further at any time or use it as they see fit – just as with any regular iiplan GOLD® account.
Can they sell the grams, transfer them or withdraw them in physical form?
Yes. The employee can sell the gold at any time, transfer it to another supported account (e.g. iiplan MAX® or iiplan Rentier®), or exchange it for a specific investment bar or coin and have it shipped.
What happens when the employee leaves the company?
Nothing changes. The credited gold is the employee's permanent personal property in their iiplan GOLD® account and is in no way tied to the duration of their employment. After leaving the company, the employee remains free to use it.
Marketing built on trust
A benefit employees naturally talk about
A satisfied employee shares an exceptional experience with family, friends and colleagues. The company can thus strengthen its good name through credible recommendations, not just traditional advertising.
Individual solutions for companies
We'll design a Benefit Gold pilot for your company
Let's start simply: one team, clear rules, a controlled budget and 3 months to test the results.
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