Money and packages
We know motivation is not (just) about money but feeling secure (salary, pension and health packages) are one of the building blocks for motivation. Our compensation and packages are aligned with the market. There is something you won’t find in our offers: bonuses. For a couple of good reasons, from our point of view.
First, when starting an Agile journey with clients, we often find them stuck into the individual vs team performances and bonuses. We think that rewarding an individual often can put a team in jeopardy. Our experience is that incentives should be wider than salary and packages and should be linked to individual motivations and needs. When talking about money, we negotiate a fair amount of it, fixed, independent from bonuses or company performances or other classical metrics (allocation percentage, as an example). You tell us what you need, if we can afford you negotiation is over. If you happen to need more… we talk again.
Second, bonus are alway somehow discretionary and poorly related to a supposed personal performance. You need a line manager that says you deserve it (with the nearly impossible, and time consuming, effort to find a way to measure in a objective way). Plus, you usually need to accept the gaussian curve on compensations. We have often seen that people get a bonus and are unhappy for a multitude of reasons.
We don’t have, and never will, line managers that have a say on your performance. Instead, you’ll get feedback, room and options to improve.