And all that extra profit is hovered up by the people above you that had nothing to do with it. Validated engineering cost savings should be treated like sales, the engineer gets a percentage.
> Validated engineering cost savings should be treated like sales, the engineer gets a percentage.
If you want to really follow the same compensation structure, we would then give engineers a really low base salary and make 80% of their compensation performance dependent.
Be careful what you wish for :)
Besides - this would drive some strange incentive structures. If you incentivise people based on cloud savings for instance, it will really only be the teams with unnecessarily large cloud spend in the first place that ‘get’ that bonus. If you incentivise on sales, engineers doing great work on back office tools don’t get any cake. Etc.
Yep :) Big performance related bonuses sound great until you realise it also means you are heavily performance managed and most of your livelihood depends on your pipeline and actually closing sales. You are constantly looking off a cliff.
Maybe you are on $150k per year today, but in three months time you are back to $45k per year because you didn’t make some minimum sales threshold. Might be fine for some people, but depending on your mortgage…
