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April 09, 2012

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Sean Feldman

Good post Doug.

I have seen how promised up-front performance bonuses literally ruined teams' spirit when board had decided the team did not "earn" it. And that's after all the hard work the team put into success of the project. After that, as you can imagine, the key ingredient was gone - trust, and eventually team fell apart. Moral for me was: a company better off without promise and dividing extras later, than promising bonus and not delivering with excuses other than facts.

Doug Wagner

Thanks Sean. You are right. Trust and simplicity are key.

That is why I like the self-funding company level bonus system. The score is easy to define and see and everyone ends up working for the same objective. You also don't have to rely on a yearly process that can get confusing.

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