After being involved in multiple DAO's and attempting to create my own project a couple of months ago the main problem I realised with compensation is that there is no actual solution to it. Whatever you do will not be right and you will make someone unhappy.
With that out of the way support the idea of this proposal and think this is a good way to further incentivise members to work harder to achieve goals, however I do think there are somethings that you are missing. just writing my unstructured thoughts so please bear with me.
in Trad world there are 2 ways that you get "incentivised" to work harder for the company you are in. 1 is the stock options 2 is the bonus once certain milestones are successfully captured. Putting it into the context of this proposal we do provide both 1 and 2.
expanding:
1- salaries are already paid using gOHM. meaning contributors are already aligned with the long term success of the protocol.
2- Bonus paid out on gOHM on completion of certain OKR's which will further incentivise people to achieve their goals. + establish more long term alignment.
My main question is: what happens when we have another bull-run for ohm and even those "3k" salary and "10-20k" bonus contributors received and didn't spent (if they are smart) are worth millions. How do you then plan on incentivising people to work after that? not everyone is good a samaritan or thinks about the future they will leave.
or to ask it in another way, what is our goal? to create a long term relationship with contributors or to keep them here until the next upwards break?
imho. the initial flaw here is that we double incentivise contributors for the success of the protocol, which eventually will lead to everyone getting filthy rich once the delusion kicks in and market tops on the next cycle. Which imho. would be ok if that meant the protocol was actually successful and all the work was done but as many of us know price in crypto is not an indicator of success or the work that is being done (not yet at least)…
My incomplete naive proposal is:
1: Payout 75% stables 25% gOHM on salaries. Gives everyone enough money to live and decent saving. (you can always buy gOHM with the stables if you want)
2: Change the bonus structure to everyone can get max 100% of their salary every 2. quarter (doesn't matter which role you are). But the percentage depends on multiple factors
- 10% bonus comes from completion of personal goals you set (Learn new language, improve comm. skills …etc.)
- 10% bonus comes from completion of personal goals your team members set for you
- 30% bonus comes from completion of team goals/OKR's (can be completion of features, marketing campaigns, research …etc. meaning actual solid/visible work that team put out together)
- 50% bonus comes from completion of Olympus goals which indicate the success and the growth of the protocol (treasury growth, premium, ops, rankings …etc.). This 50% will also be divided in weights as in original proposal.
Once this bonus structure is there I also would add the personal + team bonuses (50%) are paid in stables and Protocol bonus (the rest 50%) is paid in gOHM with 4y linear vest.
I know the people most likely won't like this proposal but thats me thinking out loud. Give it a thought…