Re:Ask HN: How are you doing performance appraisal at your s...
by ryandrake on Thursday December 08, 2016 @12:06PM
(#13131861)
Cool! Your setup seems great compared to many places. The only place I've ever seen the practice of directly financially rewarding people who gain education and certifications is in Teaching. Some tech shops will help pay for some of the costs of the education but won't bump your salary for doing it! Profit sharing, equity, and bonuses based on earnings or cashflow are blunt incentives but better than nothing, and far better than relying 100% on subjective.
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Re:Ask HN: How are you doing performance appraisal at your s...
by icelancer on Thursday December 08, 2016 @12:44PM
(#13132251)
I should note we pay for all of our employees training fees incurred as a result of getting the certifications. (On top of rewarding them for doing so.)
It seems obvious to do as a business owner, but as you pointed out, I guess it's not that common.
It is just strange to ignore basic incentives/economics. The more you can align the incentives in the same direction, the better result you get. Highly-trained workforces are not fungible. All of this sounds like being "nice" to employees, but in reality it serves the business simply better than the alternatives.
Re:Ask HN: How are you doing performance appraisal at your s...
by icebraining on Thursday December 08, 2016 @06:42PM
(#13135405)
As an employee, those perks annoy me because they promote checking boxes over actual learning. Oftentimes what you really need to learn is not available as a certification (the subject may be too new, or obscure, or only taught in person far away, etc) and you're better off learning by yourself, but then you won't get the same pay raise as your coworker, despite their course being mediocre and barely relevant to their job.
If your training was useful, it'll reflect itself on your work, no? Why do we need to reward it specifically?