2 ms·
Most common reason is probably "budget." A reason which is valid on the surface but difficult to implement properly is "it's bad for morale if deadweight emplo
by lmkg 8y ago
Most common reason is probably "budget."
A reason which is valid on the surface but difficult to implement properly is "it's bad for morale if deadweight employees get promoted just the same as people who contribute."
- r00fus 8y agoIt makes more logical sense if you value people's achievements. Some years, I simply have to put more emphasis on family. Or I may get crappy projects or overwork myself and have to recover. Other years are better. I think a strong (30%+) bonus compensation plans + automatic basic raises guarantees the best results. You know you aren't "going for the next level" but simply executing and on bad quarters/years you don't get as much. Easier to accurately quantify in a profit-center as opposed to a cost center, for sure.