Compensation strategy Quotes

If I cannot overwhelm with my quality, I will overwhelm with my quantity.

You should be giving out a lot of equity to your employees.

Keep salaries low and equity high. Keep the organization as flat as you can.

We took the position we wanted our people to be better than minimum wage, so we're going to pay better than minimum wage, and we still do that.

We only wanted to pay significant sums to keep truly special players.

In our works at Bethlehem and San Francisco, and all over the United States, I adopted this system: I pay the managers practically no salary. I make them partners in the business, only I don't let them share in the efforts of any other man.

Women could never beat men physically. So we have to be stronger in other ways.

The decision to use recognition as an on-the-spot bonus instead of merely pay increases is a fascinating one, because pay increases can create new mental anchors for how much the person feels happy earning, whereas the social recognition program is ongoing, unexpected, and harder to form a mental anchor around.

I don't work out as often as I would like to, so a water sipper is technically not an essential item. But I make up for the lack of exercise by drinking a lot of water.

Home Depot has never hired one human being for minimum wage, not one. We have always paid a premium over minimum wage.

We try to reward people according to the value they create, value they create in society and for the company.

Don't ever be afraid to hire people that are smarter than you. Just because they are smarter than you doesn't mean they have to make more money.

We must raise the salaries of our operators or they will all be taken from us, that is, all that are good for anything. You will recollect that, at the first meeting of the Board of Directors, I took the ground that 'it was our policy to make the office of operator desirable, to pay operators well and make their situation so agreeable that intelligent men and men of character will seek the place and dread to lose it.' I still think so, and, depend upon it, it is the soundest economy to act on this principle.

If you have a bonus scheme that is so complicated or so sensitive that you can't tell people what it is, then you shouldn't be doing it.

The great irony of executive compensation is, if you pay your employees more, you're gonna create more demand for your goods and services! Which is gonna lead to more executive compensation than if you pay your employees less and try to take all the cream off of the top.

At Ozon, salaries are evaluated every year based on market benchmarks which are gender neutral.

I can't add above 10, I can't draw a stick figure, and I'm tone deaf. So I had to be able to do something. I found that something was picking successful models.

A company invites their employees to sign up for a plan where every time they get a raise, some part of that raise goes to increasing their contribution rate to the 401k plan. In the first company we convinced to adopt this plan, saving rates tripled.