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When I worked at eBay, we had a bonus program based on company revenue. It was around 6% of your salary max and managers got around 25% max based on the same formula. For the first few years, you could count on getting a max bonus every quarter. To the point where most everyone who worked there had always gotten one. And the one quarter, we didn't get the max bonus. In fact, I don't think we got it all. People scream…
Honest question, what's a reasonable solution for a small company (since it's easier to do thought experiments on a small company). You're a business owner. You hire 3 people. You pay them salaries. That year the company does really well. You want to thank your employees. You're not going to just give them raises because there's no guarantee you'll do as well next year It sounds by Netflix logic you should just keep…
Earlier quoted context omitted.
> No pay structure is a substitute for strong leadership Can't emphasize this point enough. Frog$kins are necessary, but not sufficient, for retention. Especially when the talent has enough resources to decide that it isn't tolerating a manager or customer with the personality of a dented wastebasket.
On the other hand a poorly designed or executed comp system will cause unhappiness and distraction even when everyone is paid well. It’s an unforced error of the business world.
In my last job I worked at a company that paid slightly below the market rate, not including the bonus. At the time I got the job, I didn't realise that I was already being significantly underpaid. I thought it was a bit low but didn't realise the extent of it. So when I got the new job, I was blown over by the huge jump in salary and couldn't be happier. What was better? I was entitled to receive each year up to a 1…
This is what I think of when companies offer the passive-aggressive "unlimited vacation time" policy. It's not unlimited, and you shouldn't start off your employer-employee relationship with an obvious lie. Set a policy and make it clear that you are exchanging x dollars for y amount of work.
It wasn’t passive aggressive at all and now I sit here one my hands waiting to accumulate enough pto to take an extended break.
"The guilt I felt after that, and shame even for my behavior, well it was real." Why? If they knew about the program and potential, then they might have felt the same way. They games management plays are the real issue. Edit: Why downvote? The article even says the way the program worked caused issues.
Guilt for not feeling gratitude but instead feeling entitled. Feelings of entitlement often lead to anger and sadness.
I've seen the opposite too. Managers have violated policies to my detriment, sometimes benefiting other team members. I don't resent the other team members - in the cases I've experienced, they deserved the highest rating/bonus. I have also recieved that level of rating/bonus from those same managers. I don't feel guilty about it as I had no power over the decision. I might feel pissed off about it, similar to when it has happened to me. I don't respect those managers though, and I think it will end up causing issues in my performance and the company as a whole.
Earlier quoted context omitted.
> just becomes another part of the calculus. This is exactly what happens. So then why not just include it in the salary at that point? All you are doing with bonuses is just causing an opportunity for issues.
I think changing a bonus is a lot easier than changing a salary, especially if the bonus can be tied to the performance of the firm and therefore go down—salaries tend to be very sticky (ie hard to decrease)
When I worked at eBay, we had a bonus program based on company revenue. It was around 6% of your salary max and managers got around 25% max based on the same formula. For the first few years, you could count on getting a max bonus every quarter. To the point where most everyone who worked there had always gotten one. And the one quarter, we didn't get the max bonus. In fact, I don't think we got it all. People scream…
Honest question, what's a reasonable solution for a small company (since it's easier to do thought experiments on a small company). You're a business owner. You hire 3 people. You pay them salaries. That year the company does really well. You want to thank your employees. You're not going to just give them raises because there's no guarantee you'll do as well next year It sounds by Netflix logic you should just keep…
When I worked at eBay, we had a bonus program based on company revenue. It was around 6% of your salary max and managers got around 25% max based on the same formula. For the first few years, you could count on getting a max bonus every quarter. To the point where most everyone who worked there had always gotten one. And the one quarter, we didn't get the max bonus. In fact, I don't think we got it all. People scream…
Yes, my experience is that companies always come up with reasons not to give the bonus. Recruiters like to include them as part of the compensation. As yeah you ask X but you get a bonus of Y which makes your request Z salary, awesome right. Of course the contract says it’s a discretionary bonus...
This isn’t true in my experience. If you’re trying to make a decision based on comp+bonus then ask what the bonus ended up being the last few years
When I worked at eBay, we had a bonus program based on company revenue. It was around 6% of your salary max and managers got around 25% max based on the same formula. For the first few years, you could count on getting a max bonus every quarter. To the point where most everyone who worked there had always gotten one. And the one quarter, we didn't get the max bonus. In fact, I don't think we got it all. People scream…
So, one question: After they left the company, has their income increased/decreased/stood the same? Maybe it's a hidden key factor for the decision.