What do you all do for incentive payout on a major project? Payout at go live? How much as a percentage of salary or hold back some incentives until the business objectives are proven? Open to other ideas.
Sort by:
CIO in Education2 years ago
There are no incentive payouts
CIO/CISO in Software2 years ago
Not for ordinary, but for unique/critical projects we paid bonus to team members after the go-live (50-100% of monthly salary).
Senior Director of Engineering in Software2 years ago
"incentive payout" always has the issue of the "carrot on a stick".
I would say that if you go this route to proceed with caution because that shapes behaviors and sometimes you don't get exactly what you wanted. :)
Senior Director Of Technology in Software2 years ago
We don't hold back incentives etc. We have separate component for targets.
When it comes to incentive payout on a major project, there are different approaches that can be taken depending on the specific circumstances and goals of the project. Here are some common options:
Payout at go-live: In some cases, it may be appropriate to provide the incentive payout to team members upon the successful completion of the project and its launch or go-live. This can be a way to reward the team for their hard work and dedication in delivering the project on time and within budget.
Hold back incentives until business objectives are proven: Another approach is to hold back some portion of the incentives until certain business objectives or metrics are achieved. This can be a way to align the incentives with the actual outcomes of the project and ensure that the team members are motivated to deliver results beyond just completing the project.
Percentage of salary: The amount of the incentive payout can vary depending on the scope and complexity of the project, as well as the level of contribution and responsibility of the team members. In some cases, the incentive may be a fixed amount or a percentage of the team member's salary.
Other ideas: There may be other creative approaches to incentive payout, such as providing equity or stock options in the company, offering training or professional development opportunities, or providing additional benefits or perks.
Ultimately, the most effective approach to incentive payout will depend on the specific objectives, timeline, and resources of the project, as well as the preferences and motivations of the team members involved.