this post was submitted on 18 Apr 2024
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We do this where I work. But when things go bad and the expected money goes away there's an adverse effect.
I mean there doesn't have to be, that's why I said a base level of pay, it's the minimum that has to be poneyed up for doing the work at all
Even with that base level the extra money becomes expected especially for the people working things like accounting that feel like they worked as hard as the year with extra pay.
Couldn't it just be itemized on the stub so they know what can be counted on and what's being tacked on?
Oh it is, and people understand what it is but it still feels like shit when that item is 0 and you worked your ass off.
Especially since in a lot of industries the profit isn't necessarily correlated to effort or performance.
Maybe keep a lean season fund out of the remaining half then? I was picturing that going more towards potential expansion or R&D but in an industry that's basically already hit peak performance with current tech and methodology that could also be used as a sort of "overtime" bonus for high work low reward sprints
People are really bad at knowing what is expected income and what is bonus income. I know multiple workplaces where they get PISSED if their bonus is delayed/lower than last year. It doesn't make sense to me, but it seems common.
Just itemize it on the pay stub?