I like these ideas. We use NOI to calculate employee bonuses and take into consideration goals around that. For example, if an employee is responsible for the SEO department, then they might get goals of 20% NOI floor for bonus A, 30% NOI for bonus B, and 40% NOI for bonus C, the increase in NOI tied to higher bonuses. It makes them really pay attention to COGS and other things that they may not care about so much bc at the end of a quarter sometimes $500 can hold them back from like an extra $2k.
![All Employees Got A $500 BONUS [Profit Sharing Explained]](http://i.ytimg.com/vi/i6IDHcQ4cvQ/mqdefault.jpg)
I like these ideas. We use NOI to calculate employee bonuses and take into consideration goals around that. For example, if an employee is responsible for the SEO department, then they might get goals of 20% NOI floor for bonus A, 30% NOI for bonus B, and 40% NOI for bonus C, the increase in NOI tied to higher bonuses. It makes them really pay attention to COGS and other things that they may not care about so much bc at the end of a quarter sometimes $500 can hold them back from like an extra $2k.
Thanks for your comment. I like it when it makes everyone pay attention to the COGS.