Domain Shane’s Daily List of Domains at Auction for Sunday, December 10th, 2017

6 Replies to “Domain Shane’s Daily List of Domains at Auction for Sunday, December 10th, 2017”

1. I was just talking to my wife about this the other day Shane –
   “Bonuses IMO are for doing a job above and beyond what you were paid for.”

   At where I work everyone expects to get bonuses, and they’re often related to how long you’ve been there (and not your performance). At the end of the day it’s all up to the owner, but I hear so many co-workers complaining “I only got $800.” or “I only got $1,200 this year.”
   In my mind that’s free money they got just for doing their job, many of them not even doing a good job in reality bc they’re lazy and spoiled. I saved the company over 6x my salary this year in a position where no one had never saved more than 1x it and they were able to hire on a second employee (we more than doubled in size) and made the company more efficient than they had ever been in the company’s 10 year history. This is the kind of thing I feel like warrants a bonus…not just doing your job. I also can’t help but think that my last job there were no bonuses at all. I’m so thankful to get one at all.

   Another note last year for my scenario is I’d been there for only like 6 weeks when they gave our Christmas bonus and I was given $150. I couldn’t believe that they gave me anything at all. People need to be grateful and understand that you don’t deserve a bonus just for showing up.

   1. Tom,

      I’d have you on my team any day. You’re going to do my review for me next year 🙂

2. .
   You all need to remember that Clark Griswold saved breakfast cereal from turning to mush ,, he did indeed deserve more than jam!
   .
   As for bonuses in general .. as long as things are clearly defined that’s what matters most. Bosses/owners can choose to do what they like .. as long as they deliver on what they themselves defined. The only real non-obvious responsibility on your end is that if someone is under performing to the point where they won’t get the bonus they expect, then you should be pointing out to the employee in question what they are doing wrong or how to improve before it’s too late.
   .
   Where I work we used to get bonuses .. but we gave them up in order to get 3% more breaks .. then they took away the better break system and you guessed it .. we still don’t get a bonus! 🙁

   1. Ategy,

      You can tell you are union. When you trade bonuses for breaks. Salesman have targets and defined bonuses. Employees within departments have department bonuses. My university friends say it is wrong to do anything but a straight across bonus of a determined amount at the end. Yet there are people that outperformed their salary in ways that aren’t measured on paper. And are above and beyond a share of the profits. People around them enjoyed working with them. Never missed a day. Came in too low of a salary. etc. If you underperform then as long as you aren’t let go then they should get any profit type bonuses but nothing else.

      And in my company everyone gets a raise every year. Because I expect everyone who is with the company to be better than they were last year because they have one more year of experience under their belt. They are a better employee than last year so they should be paid more. I also have no employees making under $11 which I consider minimum wage. Waterers, field hands, they all make more than that.

      You can tell I’m right in the middle of all this at work 🙂

      1. Hey .. I didn’t vote for that .. lol .. but we do have pretty demanding jobs at times .. it’s physical not in that it’s heavy lifting .. but very prone to repetitive motion injuries .. and need to stay mentally sharp at all times.
         .
         More importantly .. when we lost the breaks I was one of the few screaming that the loss of breaks translates into 3.12% of our salary .. and that when you’re negotiating a collective agreement .. EVERYTHING translates into money. But the bosses were playing games and threatening layoffs .. which they did (then 3 weeks later were FORCING overtime .. it was pretty disgusting IMO) .. so my co-unionites buckled and accepted giving up our 3% for nothing. Most of us at this point are at the top pay scale, so only get the standard inflationary raise (even that was skipped once or twice). What’s worse is that the bonuses were only given on good years (some years they actually weren’t given if they didn’t meet the sometimes overly eager targets) .. so the justification that they couldn’t afford to give us a bonus seems rather disingenuous.
         .
         Anyhow .. now you know why I’ve ventured into domaining .. eventually would like to be my own boss! lol

3. What worked well at a company I used to have was to create a bonus pool. If we did better that last year, the pool increased. If we did worse, the pool amount went down. If we lost money, no bonus. This helped to manage expectations.

   Once we decided the size of the pool, we then calculated the amount for each employee based on how long they worked (partial year = partial share), position and then performance.