I think it can work only in small companies. I used to work in a place that had 15 people total, and our compensation was tied directly to company revenue. Not even individual performance, company performance. And each one of us had a direct impact on it.
It was one of the healthiest job environments ever. Burnout was a risk, but even that was manageable with conscious planning.
I was so much happier working my ass off with only two dozen people at the company total than I am now with double that.
When you’re a small company, everybody matters and everybody needs to be good at what they do, and it’s easy to communicate and keep everybody up to date. We’ve reached that size where not everybody is great, and their performance (or lack thereof) affects your own work. and then it cascades from there.
This is why more places should have performance related pay. Either as performance related pay rises or bonuses. That way people like Chad can do the minimum to not get fired, then bitch and moan about how they didn’t get a bonus this year.
I don’t think so. What something bad happens in your life and your performance goes down naturally for a while? You shouldn’t be punished for that and you might even need the money now more than ever
okay but you’re thinking of it as being entitled to the bonus in the first place, which is incorrect
Of course you have to factor in does profit sharing mean that they’re paying everybody less than they could, but excluding that factor, it is entirely a bonus, not a punishment
Having worked in retail sales where a significant portion of my pay was based on performance… there are a lot of problems with performance based incentives. They inevitably get people to focus on only the one or two aspects those are based on, while everything else suffers. They almost always end up punishing individuals that have any sort of outside situation like needing to take sick time or simply taking vacation time.
If all you give a shit about is work, which is not mentally healthy in most cases, especially since were talking about employees here not business owners and partners that are invested, that works for some people. Usually those that are trying to escape their life outside work are the ones that works best for, and that says a lot.
Exactly, working harder than the bare minimum not to be fired will not get you rewarded.
“Take what you can, give nothing back”
it can get you rewarded, up to a point
my company reached that point. 50 people and now working all that extra doesn’t get me anything else. it did when we were sub 30 people
so I backed off. if I won’t be paid more for it, I’m not gonna stress myself out like that
I think it can work only in small companies. I used to work in a place that had 15 people total, and our compensation was tied directly to company revenue. Not even individual performance, company performance. And each one of us had a direct impact on it.
It was one of the healthiest job environments ever. Burnout was a risk, but even that was manageable with conscious planning.
I was so much happier working my ass off with only two dozen people at the company total than I am now with double that.
When you’re a small company, everybody matters and everybody needs to be good at what they do, and it’s easy to communicate and keep everybody up to date. We’ve reached that size where not everybody is great, and their performance (or lack thereof) affects your own work. and then it cascades from there.
it should be: “work hard only for ideals that you actually believe in, not for the pockets of some CEO”
This is why more places should have performance related pay. Either as performance related pay rises or bonuses. That way people like Chad can do the minimum to not get fired, then bitch and moan about how they didn’t get a bonus this year.
I don’t think so. What something bad happens in your life and your performance goes down naturally for a while? You shouldn’t be punished for that and you might even need the money now more than ever
That’s a very good point.
okay but you’re thinking of it as being entitled to the bonus in the first place, which is incorrect
Of course you have to factor in does profit sharing mean that they’re paying everybody less than they could, but excluding that factor, it is entirely a bonus, not a punishment
The comment that I was replying to was also taking about pay, not just bonuses.
Having worked in retail sales where a significant portion of my pay was based on performance… there are a lot of problems with performance based incentives. They inevitably get people to focus on only the one or two aspects those are based on, while everything else suffers. They almost always end up punishing individuals that have any sort of outside situation like needing to take sick time or simply taking vacation time.
If all you give a shit about is work, which is not mentally healthy in most cases, especially since were talking about employees here not business owners and partners that are invested, that works for some people. Usually those that are trying to escape their life outside work are the ones that works best for, and that says a lot.