If you make the same as someone that leaves at 5pm sharp, you don't have to like it. If monetary compensation is your motivation for staying later, you're likel

If you make the same as someone that leaves at 5pm sharp, you don't have to like it. If monetary compensation is your motivation for staying later, you're likely making the wrong choice. Bonuses in those instances do set the wrong tone, though. I would consider getting the same as a non-performer just expected salary increases but its still a kick in the nuts either way. Your last line is crucial and one my experience can echo. If you strip away incentives, ones that attracted people to your place to begin with, you can expect turnover. You might as well be walking then to the door. You can fool new hires to a degree until they hear that there were performance bonuses at one point and then the same resentment starts to grow inside them too. You're only real recourse is to have every one of the "old guard" leave so you can continue your downward spiral into cheapness.