Bonus Structure Quotes

When traders were able to earn a million dollars, of which base pay was $150,000 to $200,000 and the rest was bonus, they would go for it. Now if you're sitting there earning $600,000, you become less risk-seeking. And if you have less risk-seeking, the ability of the market to be incredibly volatile is increased.

If you want better behavior from bankers, then make their financial incentives more like those in the hedge-fund world - where managers have 'skin in the game,' and their net worth is tied to their long-term performance.

As footballers that's what we do when it comes to bonuses. we don't sit there and go 'yeah can I get £20million as a bonus.' You have to sit down, 'how much money does the club make, what's their reported loss.' You have to sit and go through it all and go OK, this is what you take, we feel that we should get that if we do this.

The more they applaud, the bigger your salary will be.

When I got my first professional contract from Ian St John - the Portsmouth manager at the time - my wages went up to £75 and the big bonuses stayed the same.

I'm not big on commissions.

CEOs pretty much pick the boards that give them salaries and bonuses. That's one of the reasons why the CEO-to-payment [ratio] has so sharply escalated in this country in contrast to Europe. (They're similar societies and it's bad enough there, but here we're in the stratosphere. ] There's no particular reason for it.

The best Chipotle restaurant managers get the title 'restaurateur' and a $10,000 bonus for each person they hire who starts as crew and goes on to become a manager.

The best way to invest corporate profits is to give them to the employees.

A lot of companies make diversity a part of the performance goals against which an executive gets paid. Just as you have to make a certain sales number, you have to make a diversity number to get your bonus.

The money between the first pick and the 10th pick - that's a big difference! That's like a $10-million-dollar difference.

We started paying everyone 100% bonuses. We removed any sort of performance management system where you put down your goals for the quarter, or the year, then try measuring against those goals because when you are dealing with innovation, that has no meaning.