I very much enjoy when one of my colleagues gets a win and I’ll be their biggest cheerleader. Hey check out what Dave did man this is super cool. Hey did you see what Sally did it’s awesome we’re gonna do a roadshow on this one. But the reason for that is to help them boost their accomplishments list so come review time it’s easier for their bosses to justify bonuses.
Peer recognition works better than bonuses
41–49 of 49 posts
Re: Peer recognition works better than bonuses
#42I didn't like the article that much but I've actually see this first hands and it was the most mind-blowing experience. At this company people give each others tokens in a company wide standup to recognize the work they did tied to the values of the company (and this a very important aspect) the highest of tokens will actually translate into actual cash when getting bonuses (and I'm sure the other tokens would get you a better bonus as well) ... But the implications of it all was that people really loved working there, most people cared about the product and each other. I'm sure I'm not doing a good job telling the story but it does work in sense it complements well the financial reward it does not replace it.
Re: Peer recognition works better than bonuses
#43To me, the article reads as if the author is fresh out of university, hopped up on a number of "we found money wasn't a motivator" studies (which are, in fact, more like "money wasn't a motivator after certain level of money has been achieved "). It's also deeply ingrained with cultural biases, such as "flaunting it" (which is highly normalized in places like Hong Kong or Singapore, but would be a lot more frowned up…
VP: Terrific job this year, everyone gather round and give this team a round of applause, your work has single handedly saved the company. Bonus time VP: You should see how fast my new tesla accelerates. My new house is so disorientating, all these big rooms I cant figure out what all these light switches turn on or off. Btw the bonus pool wasnt big enough to pay you much this year, but we really appreciate your effo…
I chuckled because this is really true. All my VP does is meetings (where its chatting about stuff), status reports and the answer to all problems is "hire more"
If only engineers knew what a scam it is to have themselves do all the dev, test, on-call work while all the stock refreshers go to this fool sitting on a chair, all work would stop.
Seriously, America needs to bring back the culture of strikes.
Re: Peer recognition works better than bonuses
#44To me, the article reads as if the author is fresh out of university, hopped up on a number of "we found money wasn't a motivator" studies (which are, in fact, more like "money wasn't a motivator after certain level of money has been achieved "). It's also deeply ingrained with cultural biases, such as "flaunting it" (which is highly normalized in places like Hong Kong or Singapore, but would be a lot more frowned up…
Yeah ... I work for money ... recognition, friends, fun with cool tech, this I can get from the rest of my life ... as long as the job gives me the ONLY thing it's good for - money.
Re: Peer recognition works better than bonuses
#45They aren’t mutually exclusive. I’ve worked at a large company that allowed peers to give small, cash bonuses to other engineers.
What possible justification is there for other employees at a company to compensate their co-workers, rather than the company itself (and hence: its shareholders)?
I’m not sure I follow. We had great salaries with both generous cash and rsu bonuses as well. This was an extra benefit that allowed you to recognize peers with cash bonuses as well.
Re: Peer recognition works better than bonuses
#46Earlier quoted context omitted.
What possible justification is there for other employees at a company to compensate their co-workers, rather than the company itself (and hence: its shareholders)?
I’m not sure I follow. We had great salaries with both generous cash and rsu bonuses as well. This was an extra benefit that allowed you to recognize peers with cash bonuses as well.
Were employee-initiated bonuses paid out of an employer fund then?
That is effectively removing the gatekeeping role of a manager (often an unjustified bar to reward) from bonus decisions.
It ... might lead to other issues, though on balance would probably be an improvement.
Re: Peer recognition works better than bonuses
#47LOL. Oh yes, let's look at the modern company and how "peer recognition" works. First 30 minutes of a meeting: CEO runs his mouth about random company shit, spits out the new workplace catchphrases he learned at whatever business leadership summer camp he went to, and pats everyone on their heads for being good girls and boys. Next 20 minutes is awards time, sleezeball sales director stands in front of everyone and h…
But non of that is _peer_ recognition. HR is not your peer, your boss is probably not your peer, your coworkers are probably your peers. I would think that your peers are the people you socialize with. If you never had a non work-related conversation with someone, you most likely don't see them as your peer. People pretending to be your peers, pretending to appreciate you, wont feel rewarding. But you willingly do th…
Sorry, but that's a bit childish.
My co-workers are not my social group except for the time I put in at work. That's the beginning and the end of my relationship with them and it's like that for most people who have families of their own. Our relationships are as organic as they can be in a work environment, we don't bullshit each other, and while a toxic relationship with a co-worker might drive someone away, no amount of hand-holding and friendship-having is going to stop someone for leaving for a pay increase. At some point, all business relationships end and all you're left with is what you managed to earn with your time and effort.
Re: Peer recognition works better than bonuses
#48Yeah, because what enterprise needs is the coveted "Employee of the Month" status pioneered by the fast food industry
Re: Peer recognition works better than bonuses
#49My peers don't have time to "recognize". We're too busy getting stuff done.