No bonus, don't care for them or the way they are political. Defined profit sharing outlined in a signed contract rather than bonuses is nice to have though, as

No bonus, don't care for them or the way they are political. Defined profit sharing outlined in a signed contract rather than bonuses is nice to have though, as long as it's legally solid and can not be gamed by management. Nothing worse than busting balls all year and then told in December that your profit-sharing is being withheld because you were honest with the CEO in a meeting about something technical. Even when you have it in writing though things can go bad. For example, consider the recent and instantly legendary situation in 2011's business news about Zynga's discovering they would revoke some of their employee's previously granted stock option grants because their CEO was smoking crack (metaphorically) one evening and concluded that a key member of the Google team who worked there years ago (and importantly, who has nothing to do with Zynga at all) was over paid. This case demonstrates well just how badly incentive systems can go wrong. That situation was so distasteful that everyone in industry with talent knows to stay away from Zynga now, and as a result, even their IPO value went splat. Incentive systems can kill a company when they are controlled by psychopaths.