Curious to hear everyone’s thoughts on the new bonus calculation. Assuming the company hits 100% achievement, the equation just comes down to salary multiplied by the pay level percentage. Unless you have a high base salary and a high pay level percentage, the bonus doesn’t seem particularly good pay especially after taxes are taken out!
11 replies (most recent on top)
pay the dividend, then sprinkle around a few morsels, you’re welcome! A short term incentive in lieu of salary helps keep a fixed cost lower, and you think people are, or should be, “super excited” feel more motivated
Hi Dave, again!
who cares
Quiet quit? 🫡
Hi Dave!
All the haters on this board can quit already.
The people who are super excited about a bonus are the VP and above where it’s a lifestyle altering event. For everyone else it’s a pay off a slice of massive debt event to stay afloat to just survive bit longer
You can bet the top checkpoint is "shareholder happiness."
how transparent are the achievement metrics to know the percentage?
Not a fair system. Why isn’t it good enough for everyone to get the same percentage of pay level that supposedly reflects relative value like most companies? Why do payouts have to exponentially favor the already highest paid people? Because it’s a scam. No need to over think this.
What they're not transparent on is RSU payouts - and per pay grade. Bonus money is chump change and the percentages haven't changed much. It's all the usual BS re-canned as far as I can see. In the end - it's the same - work hard so the top 5% or less in pay grade and supposed performance can put the vast majority of bonus and rsu money in their own pockets. "Top performance" means well liked by the manager and once they give it to them, they won't take it away the next year and give it to someone else - imagine that.