Po letech lákání zaměstnanců na velké ceny akcií a rostoucí ceny akcií některé technologické společnosti nasazují časem prověřený nástroj a to hotovost. Alphabet Inc., která vlastní Google, přijala v říjnu nový plán peněžních bonusů, který společnosti umožňuje poskytovat zaměstnancům bonusy téměř libovolné velikosti z téměř jakéhokoli důvodu. Amazon, respektive Společnost com Inc. tento měsíc uvedla, že zdvojnásobila svůj strop pro výplatu hotovosti pro zaměstnance. Některé startupy v oblasti kryptoměn a nezaměnitelných tokenů podle některých náborových pracovníků nabízejí výplatní balíčky s většími hotovostními složkami než dlouhodobé technologické společnosti, které hledají pracovníky.
Nedávné změny zaměstnavatelů v oblasti odměňování byly podpořeny touhou otupit opotřebení během období otřesů na trhu práce způsobeného zaměstnanci přehodnocujícími svou kariéru po dvou letech strávených prací z domova, uvedli náboráři a konzultanti pro odměňování. Inflace a volatilita akciového trhu také vedly zaměstnance k tomu, aby přehodnotili svou chuť riskovat a preferovali hotovost. Technické společnosti již dlouho soutěží o talentované inženýry a softwarové programátory z univerzit a menších společností. Tyto společnosti se stále více pokoušejí najmout si navzájem špičkové zaměstnance. Například Meta Platforms Inc., mateřská společnost Facebooku zvýšila úsilí najmout zkušené pracovníky v oblasti alternativní reality a zvýšila tlak na konkurenty, aby zvýšili platy.
Inženýři často říkají svým šéfům, že zkoumají jejich možnosti nebo dostali nabídku pracovat jinde, řekl Sherveen Mashayekhi, generální ředitel společnosti Free Agency, která radí technickým zaměstnancům při přechodu na kariéru. „Šéfové, kteří to obvykle nechávají na HR nebo náborářích, propadají panice a říkají: ‚Spousta mého týmu hledá práci‘,“ řekl Mashayekhi. Vzhledem k tomu, že hotovostní kompenzace se rýsuje větší, některé společnosti zvětšují velikost fondu pro zvýšení zásluh na 4 % z obvyklé úrovně 3 %, řekl Robin Ferracone, zakladatel poradenské firmy pro odměňování Farient Advisors.
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Změna daňového zákona z roku 2017 by také mohla vést společnosti k tomu, aby rozšířily své bonusové plány a upustily od výkonnostních kritérií, která již nepřinášejí daňové úlevy, na které byly zvyklé, řekl Steven Hall, výkonný ředitel poradenské firmy Steven Hall & Partners. Techničtí giganti obvykle vyplácejí inženýrům nižší až střední úrovně kapitál, který se podle náborových pracovníků pohybuje v rozmezí od 30 % do 100 % jejich platu. Manažeři a vyšší zaměstnanci mohou obdržet každoroční ocenění akcií v hodnotě od dvou do šestinásobku jejich platu.
Někteří starší inženýři vidí kompenzační nabídky, které jsou zhruba o třetinu vyšší než předpandemické úrovně – například hotovostní plat 250 000 USD s bonusem 50 000 USD za podpis a dalších 100 000 USD v omezených zásobách, uvedli náboráři. Některé společnosti také zkracují na polovinu počet let potřebných k tomu, aby byli považováni za vedoucího inženýra, na zhruba čtyři nebo pět let, což dává mladším pracovníkům šanci na zvýšení výdělku, dodali. Již více než deset let vyplácí Google mladším inženýrům peněžní bonusy na základě výkonu ve výši 15 % až 20 % jejich platu, zatímco starší inženýři měli nárok na více než 25 % svého platu, uvedli bývalí zaměstnanci.
Nový plán peněžních bonusů společnosti Alphabet, platný od 19. října, lze použít k odměňování jakéhokoli zaměstnance, který nemá nárok na prodejní bonusy, podle evidence cenných papírů. Nový plán umožňuje společnosti vypočítat jednotlivé bonusy pomocí různých vzorců. Dva dřívější plány společnosti Google, pocházející z let 2006 a 2007, omezovaly bonusy pro jednotlivce alespoň v několika letech na 3 miliony a 6 milionů dolarů, v daném pořadí, a společnosti dávaly možnost pouze snížit nebo odstranit ocenění. Stejné plány, které byly označeny jako bonusové plány pro vedoucí pracovníky nebo vedoucí pracovníky, zahrnovaly také výkonnostní cíle společnosti, jako jsou výnosy, provozní zisk a celkový výnos pro akcionáře, které bylo třeba splnit.
Nejvyšší manažeři společnosti Google, včetně generálního ředitele společnosti Alphabet Sundara Pichaie, v posledních letech nedostávali peněžní bonusy ani motivační odměny, ukazují výroční prohlášení společnosti. Společnost loni oznámila, že Pichaiovi zaplatila například 2 miliony dolarů na platu a 5,4 milionů dolarů na bezpečnostních výhodách. V roce 2020 mu vyplatila 277 milionů dolarů ve vlastním kapitálu a 65 000 dolarů v platu. Mluvčí Alphabetu odmítla komentovat změnu svého bonusového plánu, ale uvedla, že společnost vyplácí mzdy na špičce trhu, ať působí kdekoli. Flexibilita, kterou Google hledal pro hotovostní bonusy, by mohla mluvit o změnách, které provádějí startupy v oblasti kryptoměn, řekl Mashayekhi.
Krypto společnosti se snažily odlákat několik jeho klientů od velkých technologických společností tím, že nabízely o třetinu více v hotovosti. Jiní náboráři uvedli, že startupy podporované rizikovými podniky mají také oslazené nabídky s bohatšími výplatami v hotovosti než zavedení hráči. Amazon v interním příspěvku na blogu začátkem tohoto měsíce uvedl, že zvýší svůj strop pro základní mzdu – která se nejčastěji skládá z platu vypláceného v hotovosti – na 350 000 dolarů ze 160 000 dolarů. Uvedla také, že zvýší rozsahy odměn pro většinu pracovních míst s odkazem na „potřebu zůstat konkurenceschopnou pro přilákání a udržení špičkových talentů“.
Amazon, který tento krok odmítl komentovat, spoléhá při náboru a udržení bílých límečků a manažerských zaměstnanců na kompenzaci na základě akcií. Strop však také znamenal, že někteří noví zaměstnanci museli zvážit snížení platu, aby se mohli připojit ke společnosti a posoudit vyhlídky na zisky akcií Amazonu. Společnost zabývající se e-commerce a cloud computingem v podání cenných papírů varovala, že volatilita akcií by ji mohla vést ke zvýšení peněžních platů nebo odměn zaměstnanců za akcie.
Společnost také uvedla, že zkontroluje platy zaměstnanců spolu s jakýmkoli povýšením, nikoli pouze ročně, a v případě potřeby udělí ceny akcií v polovině roku, aby se zaměstnanci dostali do platového rozpětí na nové pozici. Mezitím Facebooková mateřská společnost Meta upravila svůj vlastní plán peněžních bonusů s platností od 1. ledna, aby nahradila systém pololetních peněžních odměn systémem, který se vyplácí až v prvním čtvrtletí následujícího roku, ačkoli zaměstnanci by mohli dostat zálohy na tuto částku letos v září. Společnosti s více výplatami během roku někdy zjistí, že zaměstnanci odcházejí okamžitě poté, zatímco roční výplaty mohou vést k tomu, že zůstanou o něco déle, říkají odborníci na odměňování. Meta to odmítla komentovat.
Zdroj: Wall Street Journal
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