suggestion

The only people who should get bonuses for work done in the period immediately preceding the bonus should be the people who are doing the actual production of whatever it is that is being measured. For management, bonuses should be rewarded for long-term gains, not short-term ones. The farther one is from the bottom of the production line, the longer a period ones performance should be based over. Because let's face it, when a companycuts costs by cutting workers, the people who are making that cut work are the workers who are left. They bear the burden of the decision right from the start. If the decision turns out to be a good one, then reward it, but not until time shows whether those cut were redundant or vital. Until then, reward those who make the cuts work.

Economists love to talk about increases in productivity, but all an increase in productivity means is that your workers are worried about losing their jobs. Productivity does not fall in hard times.

I say this after reading yet another tale of managerial self-largess*. How did America return to the feudal system?


* courtesy of Pryme