I believe that only works if you believe you'll benefit from moving the stock up and are in a position in which you actually can. Both seem doubtful to me for many workers. This is also why commission is a great motivator for sales people; they directly benefit from putting in the extra mile, so of course they want to work hard. Meanwhile a tech worker centering a div has no way of connecting their work with the company's bottom line unless they work in ads or similar. Even then they're more likely to be tangibly rewarded with a bonus or promotion.
Edit: Here's a simple math calculation that illustrates my point. Let's say you increase your company's stock price by 10% which is enormous for an established company, and 60% of your TC is stock. Congratulations, you got yourself a 6% pay raise, which is checks notes an inflation adjusted raise.
The example is a bad one because if one person does something attributable to just them that causes an established company’s market cap to rise by 10%, you will have earned quite a bit of recognition which should translate to future income security and additional income.
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Maybe if you have shares of your company stock there’s some motivation?
I believe that only works if you believe you'll benefit from moving the stock up and are in a position in which you actually can. Both seem doubtful to me for many workers. This is also why commission is a great motivator for sales people; they directly benefit from putting in the extra mile, so of course they want to work hard. Meanwhile a tech worker centering a div has no way of connecting their work with the company's bottom line unless they work in ads or similar. Even then they're more likely to be tangibly rewarded with a bonus or promotion.
Edit: Here's a simple math calculation that illustrates my point. Let's say you increase your company's stock price by 10% which is enormous for an established company, and 60% of your TC is stock. Congratulations, you got yourself a 6% pay raise, which is checks notes an inflation adjusted raise.
The example is a bad one because if one person does something attributable to just them that causes an established company’s market cap to rise by 10%, you will have earned quite a bit of recognition which should translate to future income security and additional income.
Hence bonuses and promotions...
bonuses have become almost algorithmic
at least where I work in BigTech, your bonuses are more or less pre-baked based on:
- company prospects (they do well, you do well)
- seniority (your "level")
- tenure
I've not seen anyone get outsized bonuses based on individual merit