The bar keeps getting moved higher, and the payout gets smaller. It used to feel like our efforts were at least recognized with the ICP but now it’s barely enough to notice. Just say you don’t want to pay us and stop pretending this is still a reward system. It’s not a bonus if we can’t earn it.
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It’s false advertising. They don’t just dangle the ICP … they list the projected ICP on that compensation table they provide when you accept a role. They even provide the total of the projected ICP, projected LTIP (if eligible), and base salary to make your compensation look bigger and more enticing. Yes, it’s “discretionary,” but they want it both ways: to lure you in without being obligated to actually pay it out.
Declining performance for declining compensation. Leaders should be the last to receive any bonuses or raises as they do the least and earn the most.
@e0+1jz0tby86 Exactly, this is the correct assessment.
Carrot and stick, that's all it is.
The kicker will be if there is no ICP but the Board approves a stock bonus for executives next year. If you give stocks at $20 and they can then in turn sell them at $100 a share, that makes for a pretty good payday.
The only way to right this wrong is to take everything from them.
They have to dangle something in front of us to keep us at least somewhat motivated.