Total employee compensation paid out is equal in all three cases.pic.twitter.com/H7BPGiHrcs
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Replying to @Molson_Hart
Don't know which one is the best, but what I know is don't pay bonuses on a yearly bases, pay them maybe quarterly and with a bit of randomness. So If you have 10k for bonuses maybe do Q1 2.5k Q2 0k Q3 5k Q4 2.5 or something. ...
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Replying to @gsvigruha
1. Motivation from bonus fades with time, much quicker then a year, and it doesn't scale with amount 2. w/o randomness people will expect the bonus and when they don't get it it's extremely demotivating
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Replying to @gsvigruha
1. Agreed, but this must be balanced with the fact that giving out fair bonuses is extremely time consuming 2. People will also expect bonuses if it is random though.
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Replying to @Molson_Hart
1. Yes. The system must be kept super simple. 2. Maybe but they dont know the amount. I once had a bonus system as an employee where i optionally got 25% every quarter based on the subjective judgement of my boss. It worked quite well. You learn quickly whats expected of you.
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Replying to @gsvigruha
What metrics or qualitative considerations were used by your boss?
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Replying to @Molson_Hart
No "objective" metrics, it was mostly 3 sentences like you (don't) get it because project A and B. We tried to set metrics like finishing on time, extra effort, etc, but in a startup environment when requirements by the day it's hopeless.
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Replying to @gsvigruha
So it was holisitic, subjective, changing from quarter to quarter, possibly arbitrary (I'm guessing this guy was a good boss and you felt judged fairly), and qualitative? It was also regular and it worked.
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Replying to @Molson_Hart
Yeah, pretty good summary. But it has to be frequent, otherwise it's just arbitrary and your brain can't learn onto your boss's brain.
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