Vanessa Fuhrmans
speaker
458 appearances
8 recordings
1 series
first heard Feb 2020
last heard Oct 2024
Vanessa Fuhrmans’s voice in public audio — every appearance, attributed to the second.
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Well, it really depends.
For instance, a company I spoke with, WalkMe, they have most of their workforce on this kind of quarterly incentive basis.
plan, and the percentage that is the bonus or the variable part of their pay really depends on how close they are to, say, the customer revenue generation.
So it could range anywhere from 8% to, well, for top executives, quite high percentage.
I wouldn't say it's a blanket overhaul, except in WalkMe's situation, they've been doing this pretty much since the company started.
They really wanted to have workers be very focused in their day-to-day jobs in furthering the company's strategic objectives.
So they built a pay system this way.
For other companies, it's really transitioning specific teams onto these kind of roles here and there.
It really depends on the way these incentive plans are structured.
A lot of employees see these as opportunities to make more money.
There's a lot of rich upside if you overshoot your targets, and then limited downside if you fall short.
I spoke to employees who most of their quarters were not only making their entire bonus, but a percentage over the bonus.
Other people who feel like, oh, they're not getting such a great base salary to begin with, they might feel like you're trying to say I'm getting paid this, but I'm really getting paid that.
And I've spoken to job hunters who have run into that where they thought their base salary was going to be a certain amount when they got the final offer.
It came back that 10% of that was actually a variable bonus.
Yes, the metrics are very finite metrics based on, say, renewal rates or depending on the role, it can be quite a concrete quantitative measure like that.
But in a lot of cases, the individual is sitting down with their manager.
ahead of the quarter and discussing, okay, here are the goals we want to work on and what we want to accomplish this quarter.
So there is discussion and negotiation over those metrics.
What you don't want to have, of course, is where you reached your goal for that quarter.
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