After thinking about this, I think they’ve created a false dichotomy here. As an employee who is heavily compensated with stock, I’ve experienced “golden handcu

After thinking about this, I think they’ve created a false dichotomy here. As an employee who is heavily compensated with stock, I’ve experienced “golden handcuffs,” where my annual compensation, including vesting shares, is much higher than what the company, or any other rational employer, would have paid me that year. The only way to fix this would be … to pay me less by not granting me restricted shares for so far into the future. Net-net, the enterprise will shell out less money in compensation under this plan. I can see why companies don’t like this situation, because it’s very hard to reward performance with compensation when everyone is making far more than scale. Your best and worst performers all take home big checks. But to pitch this as an employee-friendly move is gaslighting at its worst.