Seems like a bad idea to put any money in that thing. It has only gone down since the IPO pop. We would have been better off getting paid in Pega stock over the past year.
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Our CFO has a history of creative accounting, I would not be surprised if it was his idea to push for bonus in stock.
Mark Steven Lynch’s involvement in the MicroStrategy accounting fraud was significant, centered on misreporting financials to inflate the company’s performance during a critical growth period.
The settlement with the SEC resulted in financial penalties and professional restrictions, but no criminal conviction, reflecting the civil nature of the proceedings.
This case remains a notable example of corporate accounting misconduct in the tech sector during the late 1990s and early 2000s.
https://www.sec.gov/enforcement-litigation/litigation-releases/lr-16829
Do we really want to hold this stock?
https://www.investing.com/news/stock-market-news/appian-shares-drop-amid-concerns-over-clients-alleged-misconduct-3934643
Calling Appian a dumpster fire is an insult to dumpster fires worldwide.
It's becoming increasingly apparent that Matt is pulling out all the stops to drive up our stock price and enhance shareholder value. However, his strategy of issuing RSUs as a form of compensation may not be yielding the desired results. Meanwhile, it appears that Matt may be exploring exit opportunities in the medium term. Notably, despite our Q4 financials presenting a respectable picture, our stock price has remained stagnant, with a downward trend emerging.
I believe they explicitly said that offering stock for the bonus is better for Appian from a financial standpoint? So, just like the other user said, this is just a change that benefits Appian that they are framing as an exciting new option for the employees that haven't left yet.
Many publicly traded companies have the golden handcuff. It limits the risk to the company from an expense standpoint, does reward staying with the company as it vests over multiple years, and the value goes up if the company does well. If you leave before it fully vests, you don’t get the full value. Outstanding RSUs are rarely if ever part of severance so when the company lays you off, they get back those remaining RSUs. The issue for Matt is it waters down his ownership.
Appian's decisions are driven by what benefits the company, rather than its employees. The recent layoffs and mismanagement have led to attrition, and the company's leadership appears to be using stock bonuses as a means to persuade remaining employees to make long-term commitments. This approach may be seen as a way for the company to stabilize its workforce and secure the loyalty of its remaining staff, rather than a genuine attempt to reward or support its employees.