November 2012: It’s not a “me thing”


Performance in tech can be measured by metrics like latency, uptime and hundreds of others. When it comes to performance bonuses, tech professionals say there is only one metric that matters – company performance.

No matter if tech professionals expected their 2012 bonuses to go up or down versus 2011 – or to vanish completely – they consistently looked beyond their own individual performance to their firm’s performance to explain the change in their compensation.

That’s good news, because tech professionals are more optimistic than not about performance payouts this year. More than one-third (37%) of bonus eligible respondents believe they are in line to earn a larger bonus than they did in 2011, while another third (33%) said their bonus would be unchanged. The remaining three in 10 expect either to take home a smaller bonus check in 2012 (18%) or not to get a bonus at all (12%).

Not everyone toiling away in the tech department earns a performance payout and more experience equates to a higher number of professionals participating in the bonus pool. The key threshold appears to be six years of experience. After that milestone, more than 50 percent of tech professionals told us they are bonus eligible.

When we asked bonus eligible tech pros if more of their colleagues would get bonuses in the next few years, they were decidedly split. Thirty percent expect more in the tech department to get bonuses. Meanwhile, 28 percent expect no change and 23 percent expect fewer workers to earn a bonus.

Bonuses tend to be viewed as a “me thing,” determined mostly by individual competence and by personal performance. That’s not the case in the technology department where bonuses gained and lost are a “company thing.” No wonder tech professionals pick their companies wisely – 16 percent of tech pros expecting a bigger bonus year-to-year believe switching companies was primarily responsible for the hike.

Alice Hill
Managing Director, Dice.com &
President, Dice Labs

*A single job posting may reflect more than one skill, location or type of position; therefore total figures for those attributes may be greater than total jobs posted.