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Message: <blockquote data-quote="jgsugden" data-source="post: 9220583" data-attributes="member: 2629">Bob gets a job at a new company.  The Shareholders tell him to make them rich in order to get a big bonus.  Bob can either build a business that he doesn't deeply understand, or cut costs and ride out the blockback long enough to make it look like Bob didn't tank the company, but short enough that the actual failures caused by the loss of experienced professionals do not significantly manifest to the point they can't be covered up.  Bob then leaves for the next opportunity and things crater - creating the illusion that Bob was the only thing holding it together.Or, Bob just retires after his big bonuses.Either way, Bob wins.My thought: We should put restrictions on compensation for executive officers - not to limit the total, but to make their compensation dependent upon long term prosperity of the company.  You don't get a bonus for what happens in 2023 - you get it for what happens in 2023 to 2032.  We'd put salary limits in place, and then put bonus limitations in place requiring them to be based upon future performance.  It would have to be an across the 'board' restriction to work, but it would drastically reduce these idiotic short term plans.  We'd still get layoffs - but fewer of them would be designed around getting a bonus in the current year and more would be aimed at true long term optimization.  And before you say it can't work - there are a lot of places where we use similar techniques - just not in compensation.</blockquote>

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