Is this a good long-term yearly salary review policy? I prefer raises over bonuses because bonuses are quickly forgotten and a raise is a recurring reminder to do a good job.pic.twitter.com/Gl1jpPL3lS
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Makes sense. Most of my orgs settled on 60/40 or 70/30 company/personal goals bonus schemes. Despite this study, it seems to work well! Good luck.
Thanks, I will need it. It really needs to be done on a case by case, year by year basis. Best not to say "we will always do 70/30" because if you're running out of cash, you need to do what you need to do. That said, fascinating that you've seen higher company work best.
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I read a book called Made in Japan by the founder of Sony. The Japanese way of management and raises gave me a lot to think about. Increasing salaries solely by seniority creates a lot of cohesion and company loyalty. It has its downsides obviously, but its probably underrated.
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Neat — I think that behavior contributes greatly to the types of industries where Japan Inc has thrived (autos for example) and failed (software).
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For leadership yes because they can impact company results. Below that, individual needs to be most of it if not all.
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Excellent distinction.
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