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MUMBAI: This appraisal season, top performers in a number of startups<\/a> will see their pay packages double while other high performers will take home increments of 30%-50%-plus.\n
\nThis is in addition to year-end bonuses, accelerated promotions, sponsored family trips, executive programmes to global B-schools, and long-term incentives such as ESOPs and retention bonuses that top talent will get, some startups<\/a> told ET.
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\nThis is despite a spate of layoffs dogging the startup industry recently, and several ecommerce biggies slashing their hiring numbers at leading B-schools this campus recruitment season, as reported by ET last week.
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\nTake the case of food tech firm Faasos, for instance. At a time when several startups in the category are struggling to stay afloat, the 1,000-strong firm plans to reward high-potential employees at the junior-mid level with up to 150% increments, compared to 100% last year, a top official said. Top performers also stand a chance to win a family trip to any location in India.
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\n“We are also offering additional incentives in direct proportion to sales (for the sales team) with no upper limit. ESOPs will be offered to top performers,” said Aditya Adyar, chief people officer at Faasos.
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\nAt Prozo, an aggregator and marketplace for all academic content, increments across levels can go up to 100% along with ESOPs and accelerated promotion in as much as six months. “There’ll be a retention bonus for top performers up to 25% of the annual salary along with ESOPs with accelerated vesting,” said Ashvini Jakhar, founder & CEO at Prozo.
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Samar Singla, CEO and founder of Chandigarh-based hyperlocal marketplace Jugnoo, said increments for the best can go up to 200% across levels, while average increments will be around 45%. Sponsored vacations, ESOPs, job rotations and role enhancements are also on the cards at the 300-strong organisation that raised additional $2.5 million funding<\/a> from existing investors Paytm and Snow Leopard in January.
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\nAuto portal CarDekho also plans to give retention bonuses besides offering executive programmes in some of the top global B-schools to some top performers.
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According to several surveys, salary increment in India Inc<\/a> for 2015-16 is projected to be around 10.5%-10.6%, just a notch higher than last year. In 2015, top performers got paid 1.7 times more than those who were average and the trend is likely to persist.
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\nIn cash-rich startups, however, sky is the limit.
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In December, Faasos raised about $30 million (about Rs 200 crore) from Russian internet-focused investment firm ru-Net. CarDekho is in talks to receive funding<\/a> from Google<\/a> Capital; it had raised $50 million in a funding round led by Chinese funds Hillhouse Capital, Tybourne Capital and existing investor Sequoia<\/a> Capital last year.
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\nProzo, which employs 25 people, raised Rs 1.37 crore seed funding last September and is in advanced talks to raise fresh funds. “It makes eminent business sense to incentivise the best talent. They will be the ones shaping the path the company takes,” said Jakhar of Prozo.
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\nCompensation experts are not surprised by the huge increments being paid out by startups.
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\n“It’s still a very competitive scenario when it comes to retaining and attracting key talent and increments are a big talent attractor,” said Anandorup Ghose, rewards consulting practice leader at Aon Hewitt. “Unlike corporates, where there is a much more structured system in place, in startups, you have to pay what top performers demand. It’s a business requirement,” he said.
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\nReferral-based jobs marketplace MyRefers, which employs 27 people, will give away up to 100% increments along with mid-year reviews for exceptional performers, its CEO & founder Lalit Bhagia said.
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Jaipur-based fashion jewellery startup Voylla, which raised $15 million in fresh funding led by private equity<\/a> firm Peepul Capital in October, plans to have KRA-based variable components for senior leaders that would be deployed every six months.
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\nAt Droom, a mobile marketplace to buy and sell new and used automobiles, highest increments will be 40% compared to around 30% last year. The startup, however, has taken several other initiatives to incentivise top talent, which include spot awards, unscheduled promotions and ESOPs. “This year, we organised trips to exotic locations for our top performing employees, and also gifted them with exciting experiences such as rides in a helicopter and short-distance flights in a private plane,” said Sandeep Aggarwal, founder and CEO, Droom.
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\nLightbox Ventures and Japanese internet firm Beenos led an investment round of Rs 100 crore in Droom last July.
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\nT N Hari, HR Head at online grocery player BigBasket, said it will offer underpaid high performers up to 50% increment. “We are also likely to offer top-ups to existing ESOPs from this year,” he said. In December, ET had reported that BigBasket is in the final stages of closing a Rs 800-crore round of funding.
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\nLarge ecommerce player ShopClues plans to offer around 25% increment to top performers, which is lesser than last year. Shikha Taneja, senior director-HR at the firm, pointed out that its team size has nearly doubled from about 450 last year.
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\nBut ShopClues plans to make up for it with retention bonuses and ESOPs. “Earlier our retention bonuses would be about 10% of overall CTC for the high performers. This year, we have revised it to 20% of the CTC and will be giving more ESOPS as well,” Taneja said.
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\nET view: A tricky affair<\/strong>
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\nA hefty compensation package is a time-tested retention tool. However, as the Harvard Business Review puts it, deciding on compensation policies in startups means making tough choices. That's because every startup also carries a huge probability of failure.
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\nSo, there is merit in the view that companies must resist the temptation of hefty cash compensation at the beginning and, instead, raise the benefits when the company grows and becomes financially stable. Deferred cash compensation with stock options is a good idea, and there will be takers too.\n\n<\/body>","next_sibling":[{"msid":50860606,"title":"Companies like IBM, Deloitte rolling out benefits for aged parents, parents-in-law of young employees","entity_type":"ARTICLE","link":"\/news\/companies-like-ibm-deloitte-rolling-out-benefits-for-aged-parents-parents-in-law-of-young-employees\/50860606","category_name":null,"category_name_seo":"telecomnews"}],"related_content":[],"msid":50860643,"entity_type":"ARTICLE","title":"Retaining & attracting talent: Startups to give up to 100% raise to top performers","synopsis":"This appraisal season, top performers in a number of startups will see their pay packages double while other high performers will take home increments of 30%-50%-plus.","titleseo":"telecomnews\/retaining-attracting-talent-startups-to-give-up-to-100-raise-to-top-performers","status":"ACTIVE","authors":[{"author_name":"Sreeradha D Basu","author_link":"\/author\/20387\/sreeradha-d-basu","author_image":"https:\/\/etimg.etb2bimg.com\/authorthumb\/20387.cms?width=100&height=100&hostid=268","author_additional":{"thumbsize":false,"msid":20387,"author_name":"Sreeradha D Basu","author_seo_name":"sreeradha-d-basu","designation":"Senior Editor","agency":false}}],"Alttitle":{"minfo":""},"artag":"ET Bureau","artdate":"2016-02-05 08:40:40","lastupd":"2016-02-05 08:42:34","breadcrumbTags":["Google","Funding","private equity","India Inc","pay hike","Startups","Sequoia","Enterprise Services"],"secinfo":{"seolocation":"telecomnews\/retaining-attracting-talent-startups-to-give-up-to-100-raise-to-top-performers"}}" data-authors="[" sreeradha d basu"]" data-category-name="" data-category_id="" data-date="2016-02-05" data-index="article_1">
孟买:这个评估季节,表现最好的创业公司将看到他们的薪酬翻倍,而其他表演者将增量的30% - -50%以上。这是除了年终奖金,加速推广,赞助的家庭旅行,执行项目全球商学院和esop计划等长期激励和顶尖人才会留任奖金,一些创业公司告诉等。
尽管大量的裁员困扰创业行业最近,和几个电子商务巨头削减招聘数量在这个校园招聘季,领先的商学院上周报道等。
以Faasos食品科技公司为例。时几个创业类别在困境中挣扎,在1000强的公司计划奖励高潜力的员工junior-mid水平高达150%的增量,与去年的100%相比,一位高级官员说。顶级公司也有机会赢得一个家庭在印度访问任何位置。
“我们也提供额外激励成正比的销售(销售团队),没有上限。esop计划将提供给表现最好,”首席Faasos人官Aditya阿达说。
Prozo的聚合器和市场学术内容,增加跨级别可以高达100% esop计划和加速提升多达6个月。”会有一个,高级人才的留用奖金高达25%的年薪和esop计划提前,“说Ashvini Jakhar, Prozo创始人和首席执行官。
的创始人兼首席执行官萨玛Singla Chandigarh-based地方性市场Jugnoo,增量说最好能上升到200%的水平,尽管平均增量将会在45%左右。赞助的假期,esop计划、工作轮换和作用增强也可能在300人的组织,提高了额外的250万美元资金1月份从现有投资者Paytm和雪豹。
汽车门户CarDekho还计划给留任奖金除了提供执行计划在全球商学院的一些顶级表现最好。
根据一些调查,工资增加印度公司2015 - 16预计在10.5% - -10.6%,比去年高出一个等级。2015年,顶级表演者得到1.7倍比那些被平均,这种趋势可能会持续下去。
然而,在现金充裕的公司,没有限制。
去年12月,Faasos筹集了约3000万美元(约200卢比)从俄罗斯ru-Net主营投资公司。CarDekho正在接受谈判资金从谷歌资本;它已经筹集了5000万美元资金轮由高瓴资本中国基金,Tybourne资本和现有的投资者红杉资本去年资本。
Prozo员工25人,去年9月1.37卢比种子基金和后期谈判筹集新的资金。“杰出的商业意义激励最优秀的人才。他们将公司需要的形成路径,”Prozo Jakhar说。
薪酬专家并不惊讶的巨大增量由公司支付。
“这仍然是一个竞争非常激烈的场景时,留住和吸引关键人才和增量大人才吸引子,“Anandorup Ghose用说,奖励在怡安休伊特咨询实践的领导者。“与企业,那里是一个更加结构化的系统,在创业公司,你必须支付顶级公司的需求。这是一个业务需求,”他说。
基于介绍就业市场MyRefers员工27人,将捐出100%的增量随着年中检讨异常表现,其首席执行官和创始人拉Bhagia说。
启动Voylla Jaipur-based时尚珠宝,由募集了1500万美元的新资金私人股本公司在10月,菩提树资本计划KRA-based变量组件的高级领导人将部署每六个月。
Droom,移动市场买卖新旧汽车、增量将最高40%到去年的30%。然而,创业公司已经采取了其他措施来激励顶尖人才,包括奖励、临时促销和esop计划。“今年,我们有组织的去为我们的表现最佳的员工有异国情调的地方,也有天赋和令人兴奋的经历如坐直升机和短途航班在一架私人飞机,“Sandeep Aggarwal说,创始人兼首席执行官,Droom。
Lightbox企业和日本互联网公司Beenos领导一轮投资Droom去年7月的100卢比。
T N哈里,在线杂货球员BigBasket人力资源主管表示,它将提供未足额支付高表演者增加50%。“我们也可能提供充值现有esop计划从今年起,”他说。12月,有报道称BigBasket关闭的最后阶段是一个价值800卢比的一轮融资。
大型电子商务球员ShopClues计划提供大约25%增加表现最好,这是比去年少。Shikha希夫•高级director-HR公司指出,其团队规模去年几乎翻了一番,从约450。
但是ShopClues计划弥补留任奖金和esop计划。“早些时候我们留任奖金将大约10%的总体CTC高表演者。今年,我们已经修改CTC的20%,并将给予更多esop计划,”希夫说。
等观点:一个棘手的事情
巨额薪酬包是一个经过时间考验的保留工具。然而,正如《哈佛商业评论》所说,决定在公司薪酬政策意味着艰难的抉择。这是因为每一个创业也有一个巨大的失败的概率。
所以,认为是有价值的公司必须抵制诱惑的开始和巨额现金薪酬,相反,提高福利当公司在不断发展壮大,并且成为经济稳定。递延现金薪酬和股票期权是一个好主意,也会有接受者。
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