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It's tricky to reward outstanding work for salaried folks, since it can mess with intrinsic motivation or misalign incentives. Here it's probably appropriate to
by kevinmchugh 4y ago
It's tricky to reward outstanding work for salaried folks, since it can mess with intrinsic motivation or misalign incentives. Here it's probably appropriate to have a five figure spot bonus for the line employee who made the fix, and a promotion, if they still had the junior title.
And also a very long uncomfortable conversation with whichever architects or seniors decided it was okay for Black Friday pricing to only be uploaded five minutes before midnight - what the hell is that about?
- hnbad 4y agoSalary is literally extrinsic motivation. The problem isn't bonuses, the problem is when bonuses become so regular and frequent that they turn into an informal part of the salary and not paying them becomes equivalent to withholding part of the salary. If you pay a one-off bonus for outstanding work, make sure you tie it to something specific the employee can understand. If it's a reward for a massive deal decide in advance if you want to pay out similar bonuses for similar deals in the future and what the rules are. An employer-employee relationship is not a friendship no matter how much you like each other. It's a dependent relationship and it needs rules to protect both sides. A five figure bonus is a big deal for many employees so treat them with the dignity they deserve by making sure they can understand the conditions. If you think there aren't any that just means you haven't spelled them out or don't want to be held accountable.