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.
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.
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.
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.