this post was submitted on 25 Mar 2024
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Sounds nice in theory, but keep in mind salaried includes mid level store management that works 50-60 hours/week. Their hourly rate is basically the same as entry level cashiers.
My wife is a top performer in her district and got like $2k it's not a glamorous C-suite bonus. With 80 reports that'd be $25/person vs a lifeline towards student loans, rent, etc.
That said, she regularly buys things for her team when they go above and beyond, but on company dime. Remember that Corporate Target could easily pay for hourly TM bonuses with "soaring profits" but instead cuts payroll hours to appease shareholders. They're the enemy, not frontline managers dealing with shitty customers every day.
Sometimes, when the right thing needs to be done, and you are someone who is capable of doing it, you should do it.
It's not her responsibility to cut her own pay to pay her team. I get your sentiment but your solution feels a little misguided. Target is more than capable of compensating everyone if they're making record profits but they choose not to.
Starting salary for my wife's position is $55-60k and she's one level below store directors that make $100k+. Again, she works 50+ hours not by choice, that's the minimum set by the company. She's not the enemy, Target is.
Not a cut.
That's on the company to provide bonuses, not on other employees. It's easy to blame other employees. What's more difficult is to work together and improve things for everyone. So if someone gets a raise or a bonus, don't try to entitle yourself to that money. Try to ensure everyone gets a bonus or raise.
I didn't blame anyone, and I'm not on the side of this equation you assume I am.
Bonuses are tied into compensation. With your logic anyone making more than entry level employees should redistribute their paychecks, which doesn't help anything.
Again, I want to separate C-suite bonuses vs front line manager bonuses. If you're not an executive your bonus is part of your compensation and nowadays is a way for a corporation to withhold pay if performance KPIs aren't hit or the company doesn't do well. It's not "extra pay", it's a contingent part of your salary.
Dude. You're crossing Wheaton's law here.
So why haven’t you given all of your possessions to those who have less?